factors influencing career decision-making: a comparative
TRANSCRIPT
Factors Influencing Career Decision-Making: A Comparative
Study of Thai and Australian Tourism and Hospitality Students
By
Siriwan Ghuangpeng
Diploma of Hospitality (Canberra Institute of Technology)Bachelor of Business (Tourism, University of South Australia)
Master of Business (Hospitality Management Professional Practice, Victoria University)
A thesis submitted in fulfillment of the requirements for the degree of
Doctor of Philosophy
The School of International Business
Faculty of Business and Law
Victoria University, Melbourne
2011
ii
DECLARATION
I, Siriwan Ghuangpeng, declare that the PhD thesis entitled Factors Influencing Career
Decision-Making: A Comparative Study of Thai and Australian Tourism and Hospitality
Students is no more than 100,000 words in length, exclusive of tables, figures, appendices,
references and footnotes. This thesis contains no material that has been submitted previously,
in whole or in part, for the award of any other academic degree or diploma. Except where
otherwise indicated, this thesis is my own work.
Siriwan Ghuangpeng
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ACKNOWLEDGEMENTS
I would like to take this opportunity to express my gratitude to all those who have
contributed in various ways and assisted me to undertake and complete this research. Some
of these influences have enabled me to complete my PhD and others gave me the support
and opportunity to start my PhD studies.
First, I would like to thank the Royal Thai Government and Mahasarakham University for
the financial support they provided to me during my PhD studies. I would like to sincerely
thank my two supervisors, Associate Professor Susan Gillet and Associate Professor Barry
O’Mahony. I would like to gratefully acknowledge their valuable time commitment and
thank them for providing me with the guidance, feedback, and encouragement to keep me
moving forward and to have confidence in my abilities to accomplish this research.
I would also like to give special thanks to Assistant Professor Albert Assaf, who supervised
me whilst a lecturer at Victoria University and continued to generously and patiently assist
me after he had resigned from the university to take up his position at the University of
Massachusetts Amherst. I am most thankful to him for his assistance with my data analysis
and for the help and advice he gave me in terms of my data analysis and understanding of
my results. His support enabled me to complete this thesis and to develop a better
understanding of quantitative research methods. I would also like to thank Mr. Austin
Norman, my respected lecturer at Victoria University. I am grateful for his advice and
encouragement, which were valuable beyond words.
In addition, I would like to acknowledge the support given by a variety of academics and
colleagues who assisted me prior to and during the data collection in Australian and
Thailand. These included Dr. Thu-Huong Nguyen, Mr. Barry Broon, Ms. Patricia
Hasenrader, Assistant Professor Thanet Srisathit, Dr. Suvenas Sophonsiri, Mr. Pongphan
Sathatip, Mr. Ruengsin Ommeepean, Dr. Puangchompoo Sapjaroen, Ms. Lanna Supyen and
Ms. Parinda Jantori. Thank you so much, I really appreciate that you generously gave me
your time and support and enable me to undertake this research.
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I am indebted to many of my friends and PhD colleagues who made my study much more
enjoyable. I wish to particularly acknowledge the assistance provided by two of my friends
and PhD colleagues who played an important role in this process–Pan and Proud. They
encouraged me, pushed me, believed in me and most importantly were always there when I
needed them.
I also would like to acknowledge the help of family members in Thailand for their continued
support for whatever I chose to do. I especially want to thank my father, for his lifetime of
sacrifices, which have enabled me to reach this point. He has been my foundation and given
me strength throughout this PhD journey.
Finally, I would like to express my gratitude to two of my high school teachers who started
me on this educational journey of achievement–Mrs. Kruawan Panyamee and Mrs.
Rampuang Poopat. They went beyond their call of duty when teaching me to learn and
helping me to achieve. Without their dedication and encouragement, I would not have been
given these academic opportunities. I know that I was very lucky to have been one of their
students.
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ABSTRACT
The current study investigated what factors appear to drive the career decision-making of
Thai and Australian tourism and hospitality students. This study was conducted to identify
various factors that Thai and Australian students perceived to play an important role in their
decision to seek a career in the industry. It also sought to understand the way these factors
impacted on Thai and Australians’ career decision-making and how their cultural
interpretations influenced their decision-making.
Quantitative and qualitative methods were used to collect and analyse the data. The
quantitative study, which involved 818 questionnaires, was used to help identify the factors
that Thai and Australian students perceived to be important. The qualitative study involved
88 semi structured in-depth interviews and provided further explanations for how the factors
suggested by the quantitative study were interconnected and influenced career decision-
making of Thai and Australian students.
The findings identified several factors that were perceived to influence the career decision-
making process of Thai and Australian students. Of particular importance were gender, the
feedback students received during work-placement, family obligations and career
opportunities in the industry. These factors appeared to be interrelated and could have a
positive or negative impact on students’ decision to seek a career in the industry. The study
also highlighted the important implications of culture for career decision-making and
suggested that although Thai and Australian students identified similar factors as influencing
their career decision-making, they perceived the importance of these factors differently.
The study concluded that career decision-making is a complicated process. Although this
study provided a structured model to demonstrate how students make their career decision, it
is essential to recognise the complex range of factors associated with students’ decisions. It
should also be recognised that since a case methodology was used this research should be
regarded as a template for further research rather than as providing a definitive career
decision-making model for tourism and hospitality students in Thailand and Australia.
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TABLE OF CONTENTS
ACKNOWLEDGEMENTS ................................................................................................. iii
ABSTRACT............................................................................................................................ v
TABLE OF CONTENTS ..................................................................................................... vi
LIST OF TABLES............................................................................................................... xii
LIST OF FIGURES............................................................................................................ xiv
Chapter One – An Overview ...................................................................................... 15
1.1 Introduction...................................................................................................................... 15
1.2 Context of the Research................................................................................................... 15
1.3 Plan of the Thesis............................................................................................................. 17
1.4 Conclusion ....................................................................................................................... 19
Chapter Two – Career Decision-Making: Theory and Research ................. 20
2.1 Introduction...................................................................................................................... 20
2.2 The Concept of Career Decision-Making........................................................................ 20
2.3 Theoretical Approaches of Career Decision-Making ...................................................... 21
2.3.1 Psychological Approaches to Career Decision-Making........................................ 22
2.3.2 Sociological Approaches to Career Decision-Making .......................................... 27
2.3.3 Research into Career Decision-Making Theories ................................................. 34
2.4 The Context of Career Decision-Making Research......................................................... 36
2.4.1 Employee Perspectives.......................................................................................... 36
2.4.2 Student Perspectives.............................................................................................. 39
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2.4.3 Cultural Influence on Individuals’ Career Decision-Making................................ 41
2.5 Conclusion ....................................................................................................................... 43
Chapter Three – Context of the Research ............................................................. 44
3.1 Introduction...................................................................................................................... 44
3.2 Career Prospects in the Tourism and Hospitality Industry.............................................. 44
3.3 Career Paths within the Tourism and Hospitality Industry ............................................. 45
3.4 Career Development of Tourism and Hospitality Employees ......................................... 48
3.4.1 Individual Factors.................................................................................................. 49
3.4.2 Environmental Factors .......................................................................................... 52
3.4.3 Additional Factors Impacting upon Employees’ Career Success ......................... 54
3.5 Factors Influencing Career Decision-Making in the Tourism and Hospitality Industry . 57
3.6 Limitations of Existing Research into Career Decision-Making..................................... 62
3.7 Conclusion ....................................................................................................................... 64
Chapter Four – Theoretical Framework ............................................................... 65
4.1 Introduction...................................................................................................................... 65
4.2 Proposed Theoretical Framework.................................................................................... 65
4.3 Orientation of the Current Research ................................................................................ 69
4.4 Theoretical Applications of the Current Research........................................................... 69
4.4.1 Applications of SCCT Model................................................................................ 70
4.4.2 Applications of SCCT for an Understanding of Cultural Influences on the Tourism
and Hospitality Students’ Career Decision-Making Process ......................................... 75
4.5 Conclusion ....................................................................................................................... 77
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Chapter Five – Research Methodology................................................................... 78
5.1 Introduction...................................................................................................................... 78
5.2 Research Design and Methods......................................................................................... 78
5.2.1 Developing Research Methods.............................................................................. 79
5.2.2 Choice of Research Methods: A Mixed Methods Approach ................................ 80
5.2.3 The Implementation of Mixed Methods Research ................................................ 81
5.2.4 The Selection of Participants: A Case Study Research Strategy........................... 82
5.2.5 Translation for Research Instruments.................................................................... 83
5.2.6 Rules on Ethics and Confidentiality...................................................................... 84
5.3 The Quantitative Study .................................................................................................... 85
5.3.1 Quantitative Research Method .............................................................................. 85
5.3.2 Data Collection...................................................................................................... 89
5.3.3 Data Analysis ........................................................................................................ 90
5.4 The Qualitative Study ...................................................................................................... 92
5.4.1 Qualitative Research Method ................................................................................ 92
5.4.2 Data Collection...................................................................................................... 94
5.4.3 Data Analysis ........................................................................................................ 96
5.5 Conclusion ....................................................................................................................... 97
Chapter Six – The Quantitative Study: Results and Discussion.................... 98
6.1 Introduction...................................................................................................................... 98
6.2 Data Collection and Preparations for the Quantitative Data Analysis ............................ 99
6.3 An Overview of Tourism and Hospitality Students’ Profiles........................................ 101
6.3.1 Students’ Demographic Information ................................................................... 102
6.3.2 Students’ Work-placement Information.............................................................. 104
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6.3.3 Students’ Career Profiles..................................................................................... 105
6.3.4 Summary ............................................................................................................. 106
6.4 The Quantitative Results: Identification of Factors Associated with Students’ Career
Decision-Making Process.................................................................................... 107
6.4.1 Exploring Students’ Career Decisions ................................................................ 107
6.4.2 Factors Associated with Students’ Career Decision-Making Process................. 113
6.4.3 Summary ............................................................................................................. 119
6.5 Discussion...................................................................................................................... 120
6.5.1 Individual factors (Gender and Age)................................................................... 120
6.5.2 Factor 2: Individuals’ Background Contextual Factors ...................................... 122
6.5.3 Factor 3: Learning Experiences........................................................................... 123
6.5.4 Factor 4: Self-efficacy ......................................................................................... 123
6.5.5 Factor 5: Outcome Expectations ......................................................................... 124
6.5.6 Factor 6: Career Interest ...................................................................................... 126
6.6 Conclusion ..................................................................................................................... 126
Chapter Seven – The Qualitative Study: Results .............................................. 128
7.1 Introduction.................................................................................................................... 128
7.2 Data Collection and Preparations for the Qualitative Data Analysis ............................ 129
7.3 Students’ Profiles........................................................................................................... 130
7.4 The Qualitative Results: Explanations for Career Decision-Making ............................ 132
7.4.1 What drives students’ decisions to enroll in a tourism and hospitality course?.. 133
7.4.2 What are the students’ expectations of their course and the industry? ............... 139
7.4.3 The impact of the work-placement program on students’ perceptions towards
careers in the tourism and hospitality industry............................................................. 145
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7.4.4 What drives students’ career decisions in the tourism and hospitality industry? 161
7.4.5 Summary ............................................................................................................. 172
7.5 Conclusion ..................................................................................................................... 172
Chapter Eight – The Qualitative Study: Discussion ........................................ 173
8.1 Introduction.................................................................................................................... 173
8.2 Explanations for Factors Associated with the Students’ Career Decision-Making....... 173
8.3 Discussion of the Qualitative Results ............................................................................ 174
8.3.1 Factor 1: Individual Factors (Gender and Age)................................................... 174
8.3.2 Factor 2: Individuals’ Background Contextual Factors ...................................... 176
8.3.3 Factor 3: Learning Experiences........................................................................... 180
8.3.4 Factor 4: Self-efficacy ......................................................................................... 181
8.3.5 Factor 5: Outcome Expectations ......................................................................... 185
8.3.6 Factor 6: Career Interest ...................................................................................... 187
8.3.7 The Relationship between Career Interest and Career Decision-Making ........... 188
8.3.8 Cultural Interpretation of the Thai and Australian Tourism and Hospitality
Students on Career Decision-Making........................................................................... 191
8.4 Contributions of Qualitative Findings to the Quantitative Study .................................. 193
8.5 Conclusion ..................................................................................................................... 195
Chapter Nine – Conclusions and Implications................................................... 196
9.1 Introduction.................................................................................................................... 196
9.2 An overview................................................................................................................... 196
9.3 The Key Findings .......................................................................................................... 197
9.4 Contribution to Knowledge ........................................................................................... 199
9.4.1 Theory and Research in Career Decision-Making Perspectives ......................... 200
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9.4.2 The Tourism and Hospitality Industry Perspectives ........................................... 201
9.4.3 Cultural Perspectives ........................................................................................... 207
9.5 Limitations of the study and Recommendations for future research ............................. 208
9.6 Looking Forward ........................................................................................................... 210
REFERENCES .................................................................................................................. 213
APPENDICES.................................................................................................................... 227
Appendix A: The Questionnaire Survey (English Version)........................................... 228
Appendix B: The Questionnaire Survey (Thai Version)................................................ 233
Appendix C: Students’ Work-placement Information .................................................. 238
Appendix D: Questions for the Semi Structured In-depth Interview (English Version)
............................................................................................................................................. 241
Appendix E: Questions for the Semi Structured In-depth Interview........................... 243
(Thai Version) .................................................................................................................... 243
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LIST OF TABLES
CHAPTER FOUR
Table 4.1 Some key differences between Thailand and Australia......................................... 68
CHAPTER SIX
Table 6.1 Time and locations of data collection and the estimated total number of target
students................................................................................................................ 100
Table 6.2 A summary of the number of questionnaires and response rates obtained from the
target universities ................................................................................................ 102
Table 6.3 Students’ demographic information .................................................................... 103
Table 6.4 Students’ decision to seek a career in the industry.............................................. 108
Table 6.5 Students’ career decisions associated with gender and age................................. 108
Table 6.6 Students’ career decisions associated with family background........................... 109
Table 6.7 Students’ career decisions according to academic performance ......................... 110
Table 6.8 Students’ career decisions associated with work-placement satisfaction............ 110
Table 6.9 Students’ career decisions associated with work experience .............................. 111
Table 6.10 Relationship between students’ career interest and gender ............................... 113
Table 6.11 Construct Means, Standard Deviation and Reliability ...................................... 116
Table 6.12 Regression Results............................................................................................. 117
CHAPTER SEVEN
Table 7.1 Students’ profiles of the semi structured in-depth interviews ............................. 131
Table 7.2 Reasons for students enrolled into a tourism and hospitality course................... 137
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Table 7.3 Factors influencing the students’ decision to enroll in the tourism and hospitality
course .................................................................................................................. 138
Table 7.4 Students’ expectations of their course and the tourism and hospitality industry 141
Table 7.5 Accuracy of students’ perceptions of their course and the industry.................... 142
Table 7.6 Students’ ideal jobs.............................................................................................. 145
Table 7.7 Students’ work-placement profiles ...................................................................... 146
Table 7.8 The perceived importance of the work-placement program................................ 147
Table 7.9 Issues associated with students’ perceived importance of the work-placement
program ............................................................................................................... 148
Table 7.10 Students’ work-placement experience............................................................... 150
Table 7.11 Factors associated with students’ work-placement experience ......................... 151
Table 7.12 Relationship between students’ work-placement satisfaction and their job
intentions ............................................................................................................. 153
Table 7.13 Relationship between job positions and students’ intention to apply for the job
............................................................................................................................. 154
Table 7.14 Factors influencing students’ intentions for applying for the job completed during
their work-placement program............................................................................ 156
Table 7.15 Factors associated with students’ career decision ............................................. 162
Table 7.16 Factors influencing students who seek a career in the tourism and hospitality
industry................................................................................................................ 167
Table 7.17 Factors influencing students who do not seek a career in the tourism and
hospitality industry.............................................................................................. 171
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LIST OF FIGURES
CHAPTER TWO
Figure 2.1 The conditional relationships between efficacy beliefs, and outcome
expectations………………………………………………………………....28
Figure 2.2 Model of person, contextual and experimental factors affecting
career-related of choice behaviour…………………………………………..32
CHAPTER TREE
Figure 3.1 Career paths within tourism industry………………………………………..45
CHAPTER FOUR
Figure 4.2 Application of SCCT’s model on the current research……………………...75
CHAPTER FIVE
Figure 5.1 Sequential explanatory design…………………………………………...….81
Figure 5.2 Sampling strategies used to recruit participants for the qualitative study
……………………………………………………………………………....95
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Chapter One
An Overview
1.1 Introduction
This chapter provides an overview of the current study which discusses the importance of
understanding why some tourism and hospitality students seek a long-term career within the
tourism and hospitality industry and why others select alternative careers. It also explores
and identifies factors relevant to the career decision-making process of tourism and
hospitality students within a Thai and an Australian context. This chapter includes research
background, key issues and assumptions of the study, primary purposes, and the thesis plan.
1.2 Context of the Research
The tourism and hospitality industry is one of the fastest growing industries worldwide. It is
reported that the industry represented approximately 3 per cent of the world’s total labour
force in 1999 (International Labour Organisation 2001) and rose to approximately 8 per cent
and created more than 235 million jobs globally in 2010 (International Labour Organisation
2010). Although this rapid growth has provided greater employment opportunities in the
industry, previous studies have indicated that despite high demand for employees, the
industry has long been experiencing difficulties in retaining employees (Boella & Goss-
Turner 2005; Wood 1997). Similarly, early research exploring careers in the tourism and
hospitality industry among tourism and hospitality students also indicated that a high
proportion of students expressed little interest in pursuing a career in the industry after
graduation (Jenkins 2001; Rudall, Deery & Stewart 1996). As a result, the tourism and
hospitality industry and education practitioners have sought to understand what drives career
decision-making in the tourism and hospitality industry (Jiang & Tribe 2009; Richardson
2009).
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Based on previous studies of career decision-making in the tourism and hospitality industry,
several key issues and assumptions are underlined.
Previous career decision-making studies have sought to identify a number of single factors
that may influence an employee’s decision to either leave the industry or pursue a long-term
career within the tourism and hospitality industry. These include employees’ perceived job
satisfaction (Lam, Baum & Pine 2001), gender (Purcell 1996), personality traits (Stone &
Ineson 1997), the nature of tourism and hospitality work (Birdir 2002; Littlejohn & Watson
2004), seasonality (Jolliffe & Farnsworth 2003) and economic environment (Wong 2004).
The weakness of this approach is that it does not assist tourism and hospitality employees to
understand the interrelationship or importance of factors, or enable the industry to provide
meaningful career paths for employees. As a result, it is essential to develop a broad
perspective, and one useful approach in doing this is to consider career decision-making as a
process. This allows a variety of important factors, both individual and environmental, to be
identified and could be used to demonstrate the interrelation of these factors and how they
influence career decision-making in the tourism and hospitality industry.
In addition, a review of the literature suggests that cultural values towards a career in the
tourism and hospitality industry in different countries can have a significant influence on an
employee’s career decision-making process. For example, in South-East Asian countries
such as Thailand and Indonesia, working in the accommodation sector (e.g. hotels and
resorts) is perceived positively, as it is easier work than unskilled work in other industries
such as construction, transportation, or manufacturing. Whereas, in Singapore, Hong Kong
and Brunei, the industry appears to have difficulty attracting hotel workers because these
countries, culturally, perceive serving people as degrading work and therefore working in a
hotel can be seen as a low status job (Nankervis 2002). Accordingly, it can be seen that
cultural values can either encourage or discourage people from working in the tourism and
hospitality industry. It is also possible to conclude that employees’ career decision-making
in one country may be different in others. Thus, further research of career decision-making
processes in different cultural contexts is required. The majority of previous studies of
career decision-making were conducted in Western cultures such as the United Kingdom
(UK), the United States of America (US) and Australia, and studies in Eastern cultures, for
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example Thailand, are limited. Therefore, further investigation of career decision-making in
an Eastern culture may provide meaningful insights into the extent of the impact of the
cultural environment on how tourism and hospitality employees in different countries make
their career decisions.
Furthermore, despite a number of career decision-making studies conducted with tourism
and hospitality employees, limited studies have been conducted within a tourism and
hospitality student context. Previous career decision-making studies among tourism and
hospitality students have predominantly focused on the impacts of work-placement
programs on the tourism and hospitality students’ perceived career in the industry
(McMahon & Quinn 1995; Raybould & Wilkins 2005). Thus, further investigation of career
decision-making among tourism and hospitality students will be valuable in revealing more
important factors associated with the students’ career decision-making process and may
provide meaningful outcomes for developing their careers in the industry following
graduation.
This study seeks to address the above key issues in order to further our knowledge of career
decision-making in the tourism and hospitality industry and provide a better understanding
of career decision-making among tourism and hospitality students.
1.3 Plan of the Thesis
The primary purpose of the study is to investigate the career decision-making process of
tourism and hospitality students from different cultural backgrounds, specifically Thailand
(Eastern culture) and Australia (Western culture). The current investigation will focus on
three main issues:
1. The identification of specific factors that tourism and hospitality students perceive
to have an important role on their career decision-making;
2. The impact of the identified factors on the students’ decision to select a career in
the tourism and hospitality industry;
3. The impact of Thai and Australian cultures on the students’ career decision-
making.
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To achieve these aims, a combination of quantitative and qualitative methods are used to
identity various factors associated with tourism and hospitality students’ career decision-
making processes and to convey the interrelationship between the underlying factors as
perceived by both Thai and Australian students.
This thesis is presented in nine chapters. Chapter One has provided an overview of the
thesis. Chapters Two, Three and Four review the literature relevant to the research
questions, the empirical work, and theoretical framework for the current study. Chapter
Five provides a description of the research methodology. Chapters Six, Seven and Eight
provide a report and discussion of the results. Chapter Nine discusses the findings in terms
of the initial research questions and outline the contribution of the findings to the existing
body of knowledge on career decision-making within the tourism and hospitality context.
It should also be noted that tourism refers to a wide range of diverse business operations.
These businesses are often seen as two separate industries; tourism and hospitality
(Goeldner & Richie 2006). For example, tourism operations can include transport, tour
operators, travel agencies, tourist attractions, conference businesses, souvenir shops, and
tourist information services as well as hospitality operations including restaurants, clubs,
caterers, hotels and resorts. In some countries, however, no distinction is made between
tourism and hospitality. In Australia, for example, tourism is seen as the over arching term
for both tourism and hospitality. This is evident at government level where both the
Australian Bureau of Statistics and Tourism Australia (the main tourism body of the Federal
Government) collect data and market tourism and hospitality as one sector and referred to as
“The Tourism Industry”. Therefore, in this study the tourism and hospitality sectors are
referred to as one industry–the tourism and hospitality industry. Moreover, in Thailand,
tourism and hospitality degree courses are not offered as separate programs. Instead degree
levels studies are offered in tourism or in tourism management and prepare people for a
variety of specific tourism and hospitality jobs. In some cases a double major is conveyed in
the title, for example, a degree in tourism and hotel management but specific reference to the
two industries is usually not explicit. As a result, it is impossible to separate tourism
students in Thailand from hospitality students. For this reason, in this study, the term
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tourism has been used to encapsulate both tourism and hospitality students. Generally,
however, the majority of students’ work-placements were within the hospitality sector.
1.4 Conclusion
This chapter provides an overview of the current study. It introduces the research
background and context of the current study. Later, it describes the key issues that have led
to the current study and identifies the primary purpose, which is to investigate what drives
career decision-making among tourism and hospitality students and to understand the
implications of the cultural environment on their career decision-making. The next chapter
will look at theoretical perspectives of career decision-making.
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Chapter Two
Career Decision-Making: Theory and Research
2.1 Introduction
The preceding chapter provided an overview of the thesis. It identified the key issues and
assumptions of the current study. It also discussed the primary purpose of the thesis which
is to investigate career decision-making among tourism and hospitality students and to
understand the implications of two specific cultural environments on students’ career
decision-making. This chapter specifically focuses on the theory and research findings of
career decision-making. It defines the concepts of career decision-making and reviews
relevant theoretical approaches of career decision-making, which form the theoretical
framework of the current study. Later, the chapter explores the general context of career
decision-making research.
2.2 The Concept of Career Decision-Making
Career decision-making can be defined as a process that describes or explains the choices
that a person makes when selecting a particular career. It also helps to identify different
factors involved in a person’s career decision-making and provides an understanding of the
way these factors have an impact on their career decisions and choices (Sharf 2002).
The concept of career decision-making was established in 1909, although the term ‘career
decision-making’ did not become accepted terminology until 1979. Frank Parsons first
introduced the notion of career decision-making in 1909 (Patton & McMahon 1999). He
discussed his ideas about the way careers are selected in his book ‘Choosing a Vocation’.
Parsons (1909, p. 5) suggested that vocational choices should be based on three broad
factors: “(1) a clear understanding of yourself, your aptitudes, abilities, interests, ambition,
resources, limitations and knowledge of their causes; (2) knowledge of the requirements,
conditions of success, advantages and disadvantages, compensation, opportunities, and
prospects in different lines of work; (3) true reasoning on the relations of these two groups
21
of facts”. These three broad factors of vocational choice provided simple guidelines for
individuals to consider when choosing their career and emphasised the importance of
individuals having an understanding of themselves, their career alternatives and how to use
this information for rational career decision-making (Jones 1994). Although Parsons’ views
of vocational choice were introduced in 1909, the concept of career decisions and the term
‘career decision-making were not properly acknowledged until the 1950s. In the 1950s and
in subsequent years, there were many changes to employment policies and the social
environment of many countries. These changes led people to seek better career opportunities
(Inkson 2007). In 1979, Michael Krumboltz introduced his ‘social learning theory of career
decision-making’ and for the first time the term ‘career decision-making’ was used (Brown
2002). Krumboltz’s (1979) social learning theory of career decision-making is considered to
be an important development for career decision-making theory as it introduced the concept
of career decision-making and established a conceptual framework for understanding how
individuals make career decisions during different stages of their life (Sharf 2006). The key
elements and applications of Krumboltz’s (1979) social learning theory of career decision-
making are discussed in the following section.
In recent years, there have been further developments in the theories of career decision-
making. Parsons’ theory of vocational choice, however, has remained extremely influential
and his ideas became the foundation for later career development theories which focus on
the relationship between individuals and jobs or work environments (Sharf 2006). The
significance of Parsons’ (1909) three broad factors is that they help individuals to gain a
better understanding of themselves and their career alternatives and therefore enhance an
individual’s ability to make effective career choices. These factors continue to form the
foundation for the current theoretical approach to career decision-making.
2.3 Theoretical Approaches of Career Decision-Making
Theoretical approaches to career decision-making are based upon two major theoretical
perspectives of career choice and development: psychological and sociological (Brown
2002). Psychological approaches seek to describe or explain the way individuals make
career decisions based on individual factors which include personality, interests, abilities
22
and job satisfaction because these factors significantly influence the way individuals behave,
think, and respond to making career choices. On the other hand, sociological approaches
seek to develop a career decision-making process that allows individuals to consider the
relevance of a variety of factors prior to their career decision-making. Sociological based
theories focus on two major factors; demographic and environmental (Johnson & Mortimer
2002). Demographic factors refer to gender, ethnicity, and the socioeconomic status of the
family. Environmental factors refer to social influences, such as the impact of family
members, school friends, community values and practices, the work environment, family
connections, the labour market structure and the economic environment.
This section first examines psychological approaches to career decision-making,
concentrating particularly on two major theories: a theory of vocational personalities and
work environments (Holland 1959), and career anchors (Schein 1978). Later it considers
sociological approaches to career decision-making, focusing specifically on three theoretical
approaches: self-efficacy (Bandura 1977), social learning theory of career decision-making
(Krumboltz 1979) and social cognitive career theory (Lent, Brown & Hackett 1994). This
section then concludes with general applications of these theories.
2.3.1 Psychological Approaches to Career Decision-Making
Two early and influential theories of career decision-making attempted to apply
psychological approaches to help individuals make career decisions: the theory of vocational
personalities and work environments by John Holland (1959) and career anchors by Edgar
H. Schein (1978).
The theory of vocational personalities and work environment was introduced by John
Holland in 1959 and emphasised the importance of the fit between vocational choices and
work environments (Spokane, Luchetta & Richwine 2002). It was developed from Parsons’
view of vocational choice, suggesting individuals should understand themselves and the
nature of jobs and then find congruence between these two factors (Kidd 2006). In order to
assist individuals to find congruence between themselves and the nature of a job, this theory
proposes that human behaviour depends upon both personality and the environment in
which the person lives and the way they express themselves, their interests and their values
23
through work choices and experiences (Holland 1992). Thus, Holland has categorised
individuals into six personality types: realistic, investigative, artistic, social, enterprising and
conventional and he explains how these personality types are suited to particular work
environments (Sharf 2002). For example, realistic personality types prefer to engage in the
activities or tasks associated with the systematic manipulation of objects, tool, machines and
animals, and do not need to work with others. Appropriate vocational choices for realistic
personality types could relate to mechanical, agricultural or technical competencies.
Whereas artistic personality types prefer to engage in activities or tasks associated with less
structure, such as language, art, music and drama (Holland 1992).
Holland’s six personality types are also a useful guideline for helping individuals to
understand their personality and vocational interests and provide them with opportunities to
make a rational job decision that could lead to career satisfaction (Hogan & Blake 1999).
For example, an exploration of perceived personality and work environments among
university librarians in Nigeria (Afolabi 1996) found that the majority of librarians
perceived their personality as investigative which, according to Holland’s theory, is a task-
oriented person who is introspective and prefers to think things through rather than act
impulsively. This personality type seemed to prefer jobs associated with research,
cataloguing, classification and so on. Interestingly, library users perceived the librarians’
working environment as requiring a social orientation because users expected librarians to
have the ability to communicate well with library users. The study concluded that this
incongruence between librarians’ perceived personality and their working environment
could lead to job dissatisfaction. It also concluded that individuals are likely to feel more
satisfied with their career when they choose work environments that match their
personalities and interests, and the more incongruence between their work environment and
their personalities and interests, the less career satisfaction is likely. This study highlights
the impact of the relationship between personality and work environment on individuals’
career satisfaction and in the longer term it is likely that career satisfaction will affect
individuals’ future career decision-making.
24
Although this theory appears useful for helping people to clarify or interpret their career
interests and occupational choices, there are some weaknesses associated with the theory’s
application. It is argued that while individuals and work environments are in constant
interaction, the theory focuses on achieving a match between person and job, and it ignores
the process affecting individuals’ career decision and choice (Kidd 2006). Holland (1992)
also supports this view-point as he suggested in his theory’s application that in order to
make an effective career decision, other factors influence career choice, including age,
gender, social class and educational background. Previous studies also indicated that the
structural validity of Holland’s personality types’ model is likely to have a limited
application in some cultural contexts. For example, the examination of Holland’s personality
types among young black South African men and women (Toit & Bruin 2002) using
multidimensional scaling analysis found a poor fit between the data and Holland’s model.
Thus, the study concluded that the model may not be applicable in some cultural contexts,
for example, amongst South African youth. This finding was also supported by an
investigation using Holland’s six personality types in China (Leong & Tracey 2006). This
study concluded that Holland’s six personality types are more relevant in a Western context.
While Holland assists individuals to make career decisions by matching their personalities
and work environment, Schein’s career anchors focus on congruence between individuals’
personalities, ability and their work environment. Edgar H. Schein (1978) proposed the
concept of career anchors to guide individuals’ career decisions and their career
development in organisations. The theory emphasised that people tend to have specific
values or desires towards their work at different stages of life, and these may include, for
example, values in relation to their work and life as well as skills and abilities necessary to
do the work.
Schein (1978) categorised individuals in terms of five different career anchors: technical/
functional competence, managerial competence, security and stability, autonomy and
independence and entrepreneurial creativity. Later, three further anchors were introduced:
service and dedication to cause, pure challenge and lifestyle (Schein 1990). Each career
anchor represents individuals’ expectations and the competencies associated with their job
or career, which drive their career decisions. For example, individuals with the security and
25
stability anchor tend to make career decisions based on security of employment and benefits,
whereas individuals valuing autonomy and independence are likely to base their decision-
making on the nature of their job and whether it allows them to have the freedom to perform
their tasks with minimal organisational constraints (Schein 1978).
The concept of career anchors appears useful for helping individuals to find congruence
between their career orientations and work environment (Ituma & Simpson 2006). At the
same time, it helps employers to provide employees with appropriate work environments
which increase employees’ career satisfaction and commitment to an organisation (Baruch
2004). For example, an investigation of the relationship between career anchors and
graduates sought to understand why graduates applied for jobs in large organisations and
also assessed their perceived career competencies (Stewart & Knowles 2000). The study
found that graduates applied for jobs in large organisations because they valued the security
and stability anchor. They also perceived that large organisations would provide them with
better career opportunities than small businesses. The study concluded that small business
recruiters should consider providing employees with clear career paths and good training
programs in order to make positions in their organisations appealing to new graduates. This
study also demonstrated that career anchors provide organisations with a better
understanding of potential employees’ career orientation and allows organisations to
develop strategies that enhance employees’ career satisfaction and commitment to the
organisation.
Although, Schein’s career anchors instrument continues to be useful for individuals and
organisations, it has been criticised. One criticism is that the theory was introduced in 1970s,
when organisational structures were simple and linear and career paths within an
organisation tended to move from an operational level upwards to higher levels (Baruch
2004). In recent years, however, it has been argued that career development not only
progresses upwards, but is more transitional and can shift within either one function or
cross-functions and without boundaries (Gilbert, Sohi & McEachern 2008). As a result,
individuals’ anchors might not be static but may change through different stages of their life
(Suutari & Taka 2004).
26
Despite this criticism, it appears that the basic typology of Schein’s career anchors continues
to be relevant for career development. For example, a recent multicultural study used career
anchors to investigate the impact of downsizing on the career plans of graduate business
students in Australia/New Zealand, the USA, Malaysia, South Africa, and the UK (Marshall
& Bonner 2003). The study found that career anchors were relevant to these students.
However, age, gender, and culture were important predictors for their perceived career
anchors. It suggested that age appeared to predict technical and functional career anchors
among students from North America and Australia/New Zealand, whereas gender appeared
to predict the same career anchor amongst students from Asia. The study also highlighted
the relationship between downsizing and career anchors and suggested that downsizing was
a significant predictor of managerial competence in students from Asia, whereas age was a
significant predictor for job security and stability among students from Australia/New
Zealand. This study demonstrated that factors such as age, gender and culture have
implications for predicting career anchors, however, this does not detract from the basic
concept that career anchors are relevant to career development within organisations in
different cultural contexts.
Thus, Holland’s (1959) personality types and work environment and Schein’s (1978) career
anchors have provided useful psychological approaches for understanding career decision-
making. Principally, these theories seek to help individuals find congruence between
themselves and their work environment and subsequently to increase their career
satisfaction. Holland’s personality types and work environment highlight the characteristics
of a job relevant to individuals’ personalities and interest. The theory may, however, be less
effective in explaining how individuals develop their career decision-making and appears to
have limited application to different cultural contexts (Leong & Tracey 2006). On the other
hand, Schein’s career anchors emphasise particular work environments relevant to
individuals’ abilities and expectations and appears to be a useful theoretical approach to help
individuals make career decisions in different cultural contexts (Marshall & Bonner 2003).
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2.3.2 Sociological Approaches to Career Decision-Making
Social learning theory has been the most influential theory for the development of a variety
of sociological approaches to career decision-making. This theory seeks to explain human
behaviour in terms of the relationship between the social environment and the way
individuals learn, behave, and respond within specific social environments (Abbott 2001).
Social learning theory forms theoretical foundations for three major theories of career
decision-making: self-efficacy by Albert Bandura (1977), social learning theory of career
decision-making by John D. Krumboltz (1979) and the social cognitive career theory of
Lent, Brown and Hackett (1994).
The concept of self-efficacy was introduced by Albert Bandura in 1977 when he used social
learning theory to investigate personality development (Prideaux 2001). He proposed that
personality develops through learning experiences and human cognitive process (Bandura
1977) and that these learning experiences are influenced by the interaction of three key
factors (Abbott 2001). These factors include ‘individual factors’ which refer to behaviour
and ‘environmental factors’ which refer to the external aspects associated with an
individual’s learning. The final factor, ‘psychological factors’, refers to cognitive process
associated with how individuals learn from the consequences of the interaction between
individual and environmental factors, such as their perceptions of learning experiences and
their approach to problem solving. Bandura’s (1977) social learning theory of human
personality has emphasised the importance of human cognitive process and introduced
aspects of personality that develop as a result of an individual’s learning experiences. These
are self-regulation (individuals’ ability to adjust themselves to different circumstances or
their environment), self-esteem (individuals’ view of themselves as happy, confident,
insecure or inadequate), self-punishment (a person’s capacity to behave in negative ways by
trying to escape or through inactivity) and self-efficacy–is discussed in detail below (Abbott
2001). Although all of these influences are seen to be important, the concept of self-efficacy
has been regarded as a key personality factor influencing career decision-making.
28
Self-efficacy is defined as individuals’ belief in their capability to take the action required to
deal with given tasks or prospective situations (Bandura 1982). Figure 2.1 provides a
summary of Bandura’s theoretical framework of how individuals develop self-efficacy. It
suggests that individuals acquire self-efficacy through the relationships between personal
efficacy beliefs and outcome expectancies. Through this process, people learn about their
capabilities and their perceived self-efficacy, and this tends to affect their ability to organise
and accomplish given tasks or goal performances (Bandura 1997).
Figure 2.1 The conditional relationships between efficacy beliefs, and outcomeexpectancies. In given domains of functioning, efficacy beliefs vary in level, strength, andgenerality. The outcomes that flow from a given course of action can take the form ofpositive or negative physical, social, and self-evaluation effects.
(Source: Bandura 1997, p. 22)
Bandura’s self-efficacy theory provides an understanding of how individuals develop self-
efficacy and how their perceived self-efficacy can be used to predict certain behaviour (Betz
2004). These include whether individuals approach or avoid certain tasks or situations, the
quality of their performance with certain tasks or situations and their persistence to
overcome obstacles or disconfirming experiences. For example, an investigation of the
relationship between self-efficacy and career aspirations and trajectories among children
within specific socioeconomic environments (Bandura et al. 2001) found that children
tended to base their career choices on their perceived occupational self-efficacy rather than
on their academic performance. The study also found that socioeconomic environments
appeared to have an indirect impact on children because it influenced parents’ self-efficacy
and their educational aspirations for their children. These findings demonstrated the
influence of self-efficacy on career choices and the way in which children were likely to
29
choose the career they felt competent to do and which was perceived to match their self-
efficacy. These children made career decisions based on their perceived occupational self-
efficacy rather than their academic performance and were influenced by their parents’ lack
of educational aspirations for them.
This finding is supported by an investigation of the impact of parental socioeconomic levels
on career aspiration among young Nigerian adolescents (Salami 2008). This study suggested
that children from families with a high level of income appeared to have high career
aspirations because their family was able to provide them with relevant academic support. It
is likely that children from low socioeconomic backgrounds might lack the confidence to
develop their career through higher education and highlights the impact of socioeconomic
environment on the way children develop their perceived occupational self-efficacy.
As has been discussed, self-efficacy appears to have a significant impact on the way
individuals perceive their career interests and competencies and these subsequently
influence their career decision-making. Bandura’s (1977) social learning theory of human
personality and self-efficacy have also formed the theoretical foundation for two other
important theoretical approaches to career decision-making; John D. Krumboltz’s (1979)
social learning theory of career decision-making and Lent, Brown, and Hackett’s (1994)
social cognitive career theory.
John D. Krumboltz introduced his ‘Social Learning Theory of Career Decision-Making’ in
1979 and as previously mentioned, it was the first time that the term ‘career decision-
making’ became accepted terminology (Brown 2002). Bandura (1977) used social learning
theory to increase people’s understanding of career decision-making through the concept of
self-efficacy, but Krumboltz’s (1979) theory included a range of additional influences over
which an individual has little or no control. Krumboltz’s social learning theory of career
decision-making acknowledged the importance of two key elements of Bandura’s social
learning theory (Sharf 2006) that human behaviour results from learning experiences
(action) and cognitions (knowing or thinking). Kromboltz’s theory emphasises, however,
that career decisions are not only based on individual factors such as gender, age,
educational background, ability and family background but on other important factors
30
outside individuals’ control, which affect their career availability and career decision-
making (Mitchell & Krumboltz 1996). For example, the nature of job opportunities,
monetary and social rewards of various occupations, labour laws and union rules,
technological developments, changes in social organisation (for example welfare), the
educational system and neighborhood and community influences can have an important
impact on career decision-making.
Thus, Krumboltz applied a social learning approach which focused on the roles of four
major influences on individuals’ career decision-making (Patton & McMahon 1999). These
factors were ‘individual factors’ (e.g. gender, abilities, skill, personality traits, and family
background), ‘environmental factors’ (e.g. culture, occupational requirements and
education), the relationship between skills and occupational tasks (match the needs of
individuals to occupations) and career learning experiences (the impact of individuals’
learning on their career decision-making). It also highlighted the relationship between an
individual’s beliefs and the environment and how these influence individuals’ approach to
learning new skills and ultimately affects their aspirations and actions. For example a
person may have musical talent, however, the family’s lack of financial support or limited
access to musical training can affect his or her career decision to become a musician (Patton
& McMahon 1999).
The interrelationship among these four factors has been demonstrated in a quantitative
study, which used Krumboltz’s (1979) social learning theory of career decision-making to
identify factors associated with career choices among urban agriculture students (Esters &
Bowen 2004). The study found that parents and friends had a significant influence on the
decision to enroll in the course but personal interests, learning experiences during the course
and career opportunity in agriculture were perceived to influence subsequent career
decisions. The study suggested that the theory was useful to identify relevant factors
associated with students’ family backgrounds, the impact of their learning experiences and
factors facilitating their career. It suggested, however, that an in-depth qualitative study
should be conducted to generate more factors and gain a better understanding of the
interaction of factors influencing urban agriculture students. This recommendation might be
related to the fact that the theory approaches individuals’ career decision-making by
31
identifying a variety of factors affecting their career decision-making. It does not, however,
provide an understanding of the interrelationship of these factors or how they impact upon
individuals’ career decision-making processes. Therefore, the value of an in-depth
qualitative study is that it would allow additional factors to emerge and would provide a
better understanding of the way these factors are interrelated and how they affect
individuals’ career decision-making.
As has been indicated, Krumboltz’s (1979) social learning theory of career decision-making
is a useful approach for understanding how individuals make career decisions and indicates
how this knowledge can be used to help individuals generate career alternatives and make
effective career decisions under different circumstances (Sharf 2006). However, few
empirical studies have examined this theory. One explanation for this could be that the
theory was developed for career counseling purposes and to provide guidelines for career
counselors working with their clients. Krumboltz’s (1979) theory has been used to help
clients explore their skills, interests, beliefs, values and personality and encourages career
intervention to assist clients with strategies for their career development (Swanson & Fouad
1999).
While Krumboltz’s (1979) social learning theory of career decision-making applied
Bandura’s (1977) notions of individual learning on career decision-making, Lent, Brown
and Hackett’s (1994) social cognitive career theory emphasises Bandura’s concept of self-
efficacy more explicitly (Lent, Brown & Hackett 2002).
Social cognitive career theory (SCCT) seeks to explain how individuals make career
decisions by considering the relationship between the individual (internal factors) and
environmental (external factors) factors that influence an individual’s learning, self-efficacy
and career interest (Sharf 2006). This theory emphasises the interaction of learning
experiences, self-efficacy and outcome expectations and the way these affect individuals’
career interests and their choices. It is suggested that learning experiences influence the
way individuals develop self-efficacy and perceived outcome expectations (i.e. consequences
of particular actions, goals or tasks), whereas the interaction between self-efficacy and
outcome expectations influence individuals’ career interests and choices.
32
The theory also indicates the importance of understanding the impact on self-efficacy of
background variables such as family, social class, gender, ethnicity and learning
experiences, which include both the nature and quality of educational opportunity (Kidd
2006). For example, an investigation of the relationship between ethnic identity, career
decision-making, self-efficacy and outcome expectations among Latino high school students
in the northeastern US (Gushue 2006) indicated that ethnicity had a strong influence on
beliefs regarding their ability to seek a career (self-efficacy) but no direct affect on their
outcome expectations. The study suggested that these students seemed to develop their
career decision-making in terms of their self-efficacy because it is likely that the more they
achieved their tasks or goals (self-efficacy), the more confidence they developed in terms of
their career decision-making.
Lent, Brown and Hackett (1994) have developed a model of career choice to conceptualise
the process of individuals’ career decision-making and factors influencing their choices.
Figure 2.2 shows how individuals develop their career interest through the interaction of
their learning experiences, self-efficacy, and outcome expectations, and these subsequently
influence their career interests and choices.
Figure 2.2 Model of person, contextual and experimental factors affecting career-relatedchoice behaviour
(Source: Adapted from Lent, Brown and Hackett 1994)
33
The social cognitive model has been widely used to investigate career decision-making
among young adolescents or students. For example, it has been used to predict vocational
interest in information technology among undergraduate students in the US (Smith 2002),
the study suggesting that social cognitive variables were strongly related to students’ interest
towards information technology. It appeared that students’ self-efficacy had a significant
impact on predicting their interest in information technology. Therefore, students with
information technology experience expressed the highest interest, whereas students with
computer anxiety unsurprisingly indicated low interest in information technology. The study
suggested that in order to increase students’ interest in information technology, it is essential
to help students to develop their computer skills and to provide them with an encouraging
learning environment. This finding was also supported by another investigation of social
cognitive influences on Mexican American students’ career choices (Flores et al. 2010)
which suggested that students developed career interests consistent with their perceived self-
efficacy. A study of high school students in Australia (Roger, Creed & Glendon 2008)
found that personality affected the development of individuals’ self-efficacy, whereas social
support (family and friends) affected career goals and decision-making.
As has been indicated in these studies, social cognitive career theory appears to be a useful
approach for gaining a better understanding of individuals’ career decision-making
processes. It allows a variety of factors associated with career decision-making processes to
be identified and provides a constructive explanation for how these factors are interrelated
and can subsequently lead to career decision-making and choice. Most importantly, the
approach appears to be relevant to a variety of different cultural contexts.
As has been discussed, social learning theory has important applications for the development
of sociological theories of career decision-making, as it provides the theoretical basis for
Bandura’s (1977) self-efficacy, Krumboltz’s (1979) social learning theory of career
decision-making and Lent, Brown and Hackett’s (1994) social cognitive career theory.
Although, all theories emphasise the importance of career decision-making as a
developmental process, they focus on different applications. Bandura’s (1977) self-efficacy
seeks to explain the impact of social factors on how individuals develop self-efficacy and
make career decisions. Krumboltz’s (1979) social learning theory aims to help individuals
34
recognise the individual and environmental factors which can either support or form a
barrier to their career choices. Lent, Brown and Hackett’s (1994) social cognitive career
theory seeks to provide a structured career decision-making process of how individuals
develop their career interest through the interaction of learning experiences, self-efficacy
and outcome expectations.
2.3.3 Research into Career Decision-Making Theories
Although the theoretical approaches of career decision-making–Holland’s (1959)
personality types and work environment, Schein’s (1978) career anchors, Bandura’s (1977)
self-efficacy, Krumboltz’s (1979) social learning theory of career decision-making and Lent,
Brown and Hackett’s (1994) social cognitive career theory, have developed from different
theoretical bases, they are often combined or used in conjunction with other theories in order
to understand how individuals make career decisions. This research is important because it
demonstrates the influences of these theoretical approaches and the varied ways the theories
can be used to obtain a better understanding of the interrelationship of factors associated
with career decision-making.
For instance, Holland’s personality types and work environment theory highlights the
influence of personality on career interests and emphasises the need for congruence between
personality and work environments. This approach can be used, therefore, to predict the
likelihood of individuals choosing particular career options. The theory has, however, been
used in one particular study to better understand how individuals develop specific career
interests by focusing on the impact of family background on the development of Holland’s
enterprising personality type (Schröder & Schmitt-Rodermund 2006). This study found that
family background affected an individual’s development of an enterprising personality and
that family background can be used to predict patterns of enterprising interest.
Another study used Schein’s career anchors, a theory generally used to examine individuals’
abilities or expectations associated with their potential career, to examine the relationship
between career expectation and the Myers-Briggs Type Indicator (MBTI) among Finnish
business students (Järlström 2000). The MBTI is a personality theory associated with
different typologies of individuals’ judgment and behaviour towards the world of work
35
(Sharf 2006). The study indicated that there was a relationship between career expectations
and personality as students with the same career anchor tended to share similar personality
types. This study also recommended that further research should be conducted to examine
how this relationship could be used to predict career choice.
Specifically, Lent, Brown and Hackett’s (1994) social cognitive career theory is important
because it demonstrates the way psychological and sociological based theories can be
integrated or used in conjunction with each other to provide a better understanding of
individuals’ career decision-making. As previously discussed, this theory was a
development of Bandura’s (1977) concept of self-efficacy and Krumboltz’s (1979) ideas
regarding the importance of an individual’s learning background. One particular study
integrated Holland’s six personality types with the social cognitive career framework to
investigate the interrelationship of personality, career decision-making self-efficacy and
commitment of Chinese students’ career choice process (Jin, Watkins & Yuen 2009). The
study found a strong relationship between personality and career decision-making self-
efficacy and indicated that personality could predict career commitment and choice. Thus
achievement-oriented students, who were efficient and hardworking appeared to have
strongly develop career self-efficacy and were likely to achieve and commit to their career
goals. The study also highlighted the involvement of family within the Chinese culture and
the influence on students’ career decision-making self-efficacy to pursue their career goals.
This study demonstrated the way personality and cultural values affect parental roles and
individuals’ development of self-efficacy. These factors subsequently influence an
individual’s career goals and decisions.
As can be seen, these theories have been applied to career decision-making research in a
variety of different ways. Each theory is primarily useful to identify different factors
associated with individuals’ career decision-making. Thus, psychological based theories
identify the importance of individual factors–personality, interest, ability and expectation
and how these factors affect career decisions. Sociological based theories identify a wider
range of factors associated with individuals’ career decision-making, for example individual
factors (self-efficacy and interest) and environmental factors (parents, socioeconomic
background and culture) and indicate how these factors are interrelated and influence
36
individuals’ career decision-making and choices. Hence, using these theories in conjunction
with each other provides a better understanding of how individuals make career decision-
making.
This section has endeavored to provide an overview of relevant theoretical approaches to
career decision-making. Two different psychological theories were discussed; Holland’s
personality types and work environment and Schein’s career anchors. These two theories
aim to help individuals find a work environment that matches their personality, interests, or
abilities. Three different sociological approaches discussed the application of social learning
theory; Bandura’s (1977) self-efficacy, Krumboltz’s (1979) social learning theory to career
decision-making and Lent, Brown and Hackett’s social cognitive career theory. These
theories are useful as they allow a variety of factors associated with individuals’ career
decision-making to be identified and can be used to explain how individuals develop rational
career decisions and make choices.
2.4 The Context of Career Decision-Making Research
Previous studies have used different psychological and sociological approaches to identify a
range of factors associated with career decision-making and to examine the way different
factors influence how individuals make career decisions. In recent years, career decision-
making studies have examined three different perspectives; employees, students and cultural
influences on career decision-making.
2.4.1 Employee Perspectives
Career decision-making studies among employees have suggested that employees consider a
variety of factors when they make a decision about their career. Several studies suggest that
many employees make their career decisions based on individual factors. For example, a
study examining the impact of self-efficacy on bank employees’ career commitment and
success (Ballout 2009) found that employees with high self-efficacy were likely to have
stronger career commitment, greater career satisfaction and a stronger determination for
career success than those with low self-efficacy. This particular study demonstrated that
employees’ perceived self-efficacy may affect their decision to attain or withdraw from a
37
particular career. It also indicated that the higher their perceived self-efficacy, the more
confident employees were to maintain their career goals. Personality has also been found to
have an impact on career decision-making. An investigation of the relationship between
personality and job preference among hospitality employees (Stone & Ineson 1997)
suggested that managers in the hospitality sector are commonly interested in jobs providing
social contact. They also have a tendency to be practical and concerned with short-term
solutions to problems at the operational level rather than long-term strategic planning. A
similar finding was also identified in an investigation of managerial attitudes towards
activities in the hospitality sector (Waryszak & King 2001) which suggested that most front-
line hospitality managers found deskwork activities relatively unpleasant and preferred
hands-on activities. These two studies highlighted the importance of congruence between
personality and job expectation. The mismatch between these, in the longer-term, is likely
to lead to career dissatisfaction. Gender difference is another individual factor perceived to
be important for career decision-making. One study of charity retail managers (Broadbridge
& Parsons 2005) found that both male and female managers’ most valued aspects of their
job were a sense of pride for doing something meaningful, and job autonomy. Female
managers also perceived that the position allowed them to better manage family
responsibilities and work. This study demonstrates the influence of family responsibilities
on female employees and how this can affect their decision regarding career choice.
Although these individual factors appear important, Watson, Buchannan, Campbell and
Briggs (2003) highlighted four components that employees perceived to impact on their
career decision within an organisation. These are the organisation can provide meaningful
work (e.g. the opportunity to develop new skills, to progress their careers and work being
valued by other); fair and reasonable pay; reasonable job security and quality of personal
relationships (support provided by management team, good relationships and friendship with
colleagues and reasonable working hours). The impact of these work environment and
organisational policies on employees’ career decision-making were evident previous studies.
For example, an investigation of factors associated with the work environment and their
impact on small business employees’ job satisfaction in the US (Davis 2004) suggested that
supervisors, co-workers, pay, opportunities for promotion and morale were major factors
38
affecting employees’ job satisfaction. The study also suggested that low job satisfaction
among employees could have a psychological impact on their attitude towards working in
the organisation and could lead to a lack of enthusiasm and interest in work. This finding
implies that if employees feel dissatisfied with their work environment, they may be lack
career commitment and may seek career opportunities elsewhere.
One study investigating the impact of age discrimination policies and support on employees
in large organisations (Rabl 2010) found that older employees (50 years+) tended to perceive
their age as likely to affect their career within the organisation more negatively than younger
employees (30-40 years). Also, older employees who perceived a lack of organisational
support expressed a fear of failure. Thus, organisational support may affect older
employees’ self-efficacy and may mean they become less committed to maintaining their
career. A converse effect was found in another study which examined the relationship of
demographic factors and job satisfaction among healthcare professionals (Kavanaugh, Duffy
& Lilly 2006). This study found that older employees expressed high levels of satisfaction
with their job. This finding appeared to be associated with the employees feeling that their
work experiences were valued and they were being paid for their work appropriately by the
organisation.
These two studies demonstrate the way organisational support can impact on employees’
self-efficacy and career satisfaction. It is likely that low levels of self-efficacy and career
satisfaction would have a negative impact on their career commitment to the organisation.
Furthermore, an investigation of the impact of location among expatriates working in
London (Dickmann & Mills 2010) suggested that London is a location which can enhance
employees’ career success. This is because London is perceived to be a global business
centre. Thus, working in London can enhance employees’ learning, skill development,
career progress and lifestyle. This study highlights the importance of location and
emphasises that employees may select a particular location over others if it is seen to be
more desirable in terms of providing a better environment for career progress and success
than others or to satisfy lifestyle needs.
39
Thus, it can be seen that a variety of factors can affect employees’ career progress. These
include gender, age, employees’ perceived self-efficacy, family responsibilities, pay, co-
workers and organisational support and the business environment. These factors can either
facilitate or hinder employees from achieving career satisfaction and success and can
influence their career decisions at different stage of their lives.
2.4.2 Student Perspectives
In recent years, there has been an increasing interest in examining career decision-making
among university students and graduates. It is anticipated that these findings may lead to the
development of strategies that allow young people to make rational career decisions and
good career choices (Hodkinson 1998). This information may also have meaningful
implications for educational institutions and assist them to facilitate students’ career
opportunities and to help students achieve career success after graduation (Jeffreys 2004).
Previous studies have investigated students’ career decision-making in terms of two
questions;
Why students choose a particular course of study?
What makes a student choose a particular job following graduation?
Several studies investigating the first issue have suggested that students enroll in particular
courses for a variety of reasons. For example, an investigation of factors perceived to be
important by young college students (Maringe 2006) found that students chose the course
based on their interest in the subject, employment opportunities and career prospects after
graduation. This was followed by the structure of the course, tuition and other costs
involved with the course. Another study conducted among library and information science
students (Moniarou-Papaconstantinou et al. 2010) indicated that many students did not
select a course because it was their first choice, but based on the likelihood of entry to the
university and whether it would provide positive employment opportunities in library
information science after graduation. These findings are consistent with investigations into
the reasons tourism and hospitality students selected a course in Australia (O’Mahony,
Whitelaw & McWilliam 2008). It was found that many students made decisions based on
choosing a university rather than selecting a course into which they would be accepted.
40
However, for some students, the decision to enroll in a particular course was based on good
employment opportunities and the perceived image of the industry, as well as their previous
work experience in the industry. These studies appear to suggest that students make career
decisions based on job opportunities, workforce demand, their own economic background,
family or family support and the desire to pursue higher education, rather than as a result of
their specific career interests.
Some studies have investigated what makes students choose a particular job after they
graduate. These studies have suggested that there are a variety of factors associated with
students’ career decision-making. For example, the relationship between gender and
students’ decisions to pursue a career in entrepreneurship (Schwarz et al. 2009) suggested
that male students express more interest in having their own business than do female
students. Similar gender differences have been found amongst accounting students
(Danziger & Eden 2007), with male students being more interested in having their own
business than female students. Female students indicated that they prefer to work as
employees because they realise that the nature of a job can make it difficult for them to
manage work and family commitments when they marry. This interaction between gender
and job is also consistent with the earlier findings of career decision-making among
employees.
The opportunity to undertake work experience appears to be another factor affecting
students’ career decision-making. It has been argued that work experience provides students
with opportunities to explore different jobs and learn about their future career. Hence, they
develop more confidence to make career decisions (Smith, Dalton & Dolheguy 2004).
Students with limited work experience, however, tend to lack the ability to generate career
options or make career decisions based on career interests rather than abilities associated
with their career (Feldman & Whitcomb 2005). As a result, students with work experience
were likely to make more effective career decisions than those without experience. These
studies, therefore, demonstrated the value of work experience for students’ career decision-
making because it provides students with opportunities to learn about their potential career
and develop their abilities relevant to their career expectation.
41
Family background also plays an important role in students’ career decision-making. An
investigation of graduate teachers pursuing a career in teaching (Mau, Ellsworth & Hawley
2008) found that, of those graduate teachers who indicated strong persistence and
satisfaction with their teaching career, 16% had mothers and 7% had fathers who were
teachers. This study, therefore, indicated that the graduates’ career similarity to their parents,
particularly their mother, was a factor predicting job satisfaction and career persistence.
Socioeconomic background may also influence students’ career decision-making and
choices. An investigation of career decision-making behaviour among students from
working class family backgrounds (Greenbank & Hepworth 2008) indicated that a lack of
financial support can have a negative impact on students’ decision-making or their
educational choices. They are also likely to have limited career options as they may be
unable to seek employment far from their home town.
As has been discussed, students make career decisions based on several factors and parental
roles and their socioeconomic background can have either a positive or negative impact on
their career decision-making.
2.4.3 Cultural Influence on Individuals’ Career Decision-Making
Culture appears to influence the way individuals think, behave and make decisions (Jeffreys
2004). The impact of culture on career decision-making has highlighted that culture
underpins the fundamental judgments that individuals make and these judgments influence
their behavioural intentions, expectations and outcomes relevant to particular careers in their
cultural context (Hofstede 2001). Hence, career is a process associated with plans,
intentions, goals, and actions and culture is the context for this career process, which can
either facilitate or constrain individuals in developing their career choices and their success
(Young, Valach & Collin 2002). Therefore, career and culture are closely interrelated.
Investigations of career decision-making suggest that there are similarities in the factors
perceived to be associated with career decision-making in different cultures. These include
the impact of age, which has been found in studies in the Netherlands (Kooij et al. 2008),
Scotland (Magd 2003) and the UK (Martin & Gardiner 2007). The impact of gender has
42
been identified in Hong Kong (Ng & Pine 2003), Austria (Mayrhofer et al. 2008), China
(Tu, Forret & Sullivan 2006) and New Zealand (Mooney & Ryan 2009). Family factors (i.e.
parents, family responsibilities and socioeconomic background) have been found in studies
in China (Zhang & Wu 2004), Taiwan (Horng & Lee 2009) and the US (Mau, Ellsworth &
Hawley 2008). The impact of the location has been found in studies in India (Gokuladas
2010) and the UK (Dickmann & Mills 2010). Some studies have, however, suggested that
the extent to which individuals see these factors as influencing their career decision-making
depends upon their cultural contexts. For example, an investigation of the relationship
between gender and achieving a managerial position among MBA students who had had
work experience in managerial positions in a large South African University (Booysen &
Nkomo 2010) indicated that managerial positions were strongly perceived to suit men more
than women. It was suggested that this finding may be associated with South Africa’s social
perception that men are leaders and that men in South Africa tend to feel uncomfortable or
reluctant to work under female managers. Whereas an investigation of female hotel
managers in Singapore (Li & Leung 2001) found that women were often promoted to a
managerial level. However, these managers indicated that their culture also required them to
take on additional family responsibilities as a mother, a wife and to take care of their
parents. Subsequently, these cultural influences made it difficult for these female managers
to balance their responsibilities towards their work and their family and eventually led to
low job satisfaction and slow career progress to higher managerial levels in the organisation.
These studies highlight the impact of gender on career development and that in some
cultures it is easier for men to develop their career in an organisation. Even when men and
women have equal career opportunities within an organisation, some cultural views of
gender roles can affect career development. As a result, this may eventually influence men
and women to make different career decisions at different stages of their life.
Also, some studies indicate that the nature of particular careers may be viewed similarly by
individuals from different cultures, but their work value may be perceived differently. One
investigation, for example, conducted a comparative study of English and Malaysian
accounting students’ perceptions towards a career in accounting (Germanou, Hassall &
Tournass 2009). The study found that students from both countries indicated strong
43
interests in pursuing a career in accounting after graduation because it provided good career
opportunities, although they admitted that accounting was a stressful job and accountants
may be required to work under difficult conditions. The study emphasised the fact that
cultural background can strongly influence personal values towards a career. Thus, it found
that while English students valued the accounting profession for its economic benefits, sense
of achievement and being able to contribute to the well-being of society, Malaysian students
valued the profession because it provided them with employment stability and career
advancement opportunities.
As has been discussed, culture can have a significant impact on the career decision-making
of individuals. Although similar factors are perceived to influence career decision-making,
individuals use their cultural interpretation to make rational career decisions.
In summary, this section has reviewed and discussed a range of career decision-making
research findings. As can be seen, career decision-making is a complex process and previous
studies appear to suggest that employees and students do not make career decisions based on
one factor but consider a range of factors such as age, employees’ perceived self-efficacy,
family responsibilities, work and the business environment. These factors either facilitate or
prevent employees and students from achieving career satisfaction and success and influence
their subsequent career decision-making.
2.5 Conclusion
This chapter has provided an overview of career decision-making and defined the concepts
of career decision-making. It reviewed relevant psychological and sociological theories of
career decision-making and the application of these theories in career decision-making
research, providing the theoretical framework for the current research. The chapter also
explored empirical studies of career decision-making from three different perspectives:
employees, students and cultures. As this research indicates, a broad range of individual and
environmental factors are associated with individuals’ career decision-making, including
age, gender, family background and career opportunities. The next chapter introduces the
context and key issues underpinning the current study.
44
Chapter Three
Context of the Research
3.1 Introduction
Chapter Two discussed the theory and research findings relevant for career decision-making.
This chapter provides an understanding of careers within a tourism and hospitality context
and addresses the importance of career decision-making for the tourism and hospitality
industry. It considers career paths within tourism and hospitality and identifies a variety of
factors associated with career development in the industry. This chapter also highlights the
importance of further investigation into career decision-making in the tourism and
hospitality industry and identifies key issues and assumptions underpinning the current
study, which seeks to understand the career decision-making process of tourism and
hospitality students from two different cultural backgrounds.
3.2 Career Prospects in the Tourism and Hospitality Industry
The tourism and hospitality industry is one of the fastest growing industries worldwide. It is
reported that the industry represented approximately 3 per cent of the world’s total labour
force in 1999 (International Labour Organisation 2001) and rose to approximately 8 per cent
and created more than 235 million jobs globally in 2010 (International Labour Organisation
2010). This rapid growth has provided greater employment opportunities because of the
labour-intensive nature of an industry in which services are predominantly delivered through
human interactions. The industry also provides varied employment opportunities because it
consists of a number of business sectors, including tour operators, transport companies, food
and beverage firms, souvenir shops, entertainment and recreational facilities (Kusluvan
2003). Thus, as the industry grows employment opportunities increase and as a result the
tourism and hospitality industry has become an attractive industry because it offers
considerable career opportunities for employees.
45
3.3 Career Paths within the Tourism and Hospitality Industry
The expansion of the tourism and hospitality industry worldwide provides career
opportunities and allows tourism and hospitality practitioners and educators to develop
different career paths for employees. Thus, current and potential employees can be provided
with the opportunity to choose the most appropriate career path and to develop successful
and satisfying careers in tourism and hospitality.
Goeldner and Richie (2006) have provided a systematic model of the career paths available
within the tourism and hospitality industry as illustrated in Figure 3.1 Career paths within
tourism and hospitality industry. According to this model, tourism and hospitality
employees are from diverse backgrounds and have different knowledge and skill levels.
Figure 3.1 Career paths within tourism industry
(Source: Goeldner & Richie 2006, p. 83)
46
For example, at a front line level, some employees may have completed only Grade 11,
whereas, others may have had post-secondary and vocational training. At a managerial
level, some staff may have obtained a management position through their work experience
as frontline staff and supervisors, whereas, others may have graduated from university or
have had previous business or management experience. Goeldner and Richie (2006)
emphasise that employees frequently choose career paths that match their perceived personal
values and interests and it would therefore be anticipated that those who enjoy working as
frontline staff like dealing with people and have positive attitudes towards customer service.
Goeldner and Richie (2006) also recognise that this conceptual model may be an
oversimplification because the tourism and hospitality industry is large and diverse, but it
does suggest that there are a number of different routes available in different sectors and at
different levels within tourism and hospitality organisations. This is supported by the fact
that investigations of tourism and hospitality career paths in different countries indicate
similar career paths to those identified by Goeldner and Richie (2006). Of particular interest
is the fact that tourism and hospitality employees come from diverse backgrounds and may
or may not have relevant skills, knowledge or qualifications prior to commencing
employment. For example, it appears that in Denmark (Hjalager & Anderson 2001) the
majority of employees enter the industry with no formal education other than primary or
secondary school qualifications, and only a small minority of employees (less than 10%)
have formal vocational or university qualifications. Moreover, the highest qualifications of
staff with post-secondary training tended to be a diploma, not a university degree (Hjalager
& Anderson 2001). However, more recent research does not appear to be available to
indicate whether or not this trend is changing in Denmark. A similar trend has, however,
been found among hotels managers in the Guangdong province of China (Li, Tse & Xie
2007). This study reported that more than half of the managers had relevant tourism and
hospitality backgrounds, but their highest qualifications were generally at a vocational level
(63%). A small number of the managers had university qualifications (12.6%) and others
had entered the industry straight from secondary school (15.5%).
47
Goeldner and Richie (2006) suggest that university graduates are qualified to take on
supervisory and management positions within tourism and hospitality organisations after
they graduate, but one criticism of their model is that it is unlikely that university graduates
will become managers immediately after completing their degree. Several studies have
found that it is implausible for graduates to obtain these positions as their first job in the
industry, unless they have had relevant work experience in the industry. For instance, an
empirical study examining the attitudes of three to five star hotel managers in Ireland
towards hospitality graduates found that 90 per cent of managers prefer to recruit graduates
with practical skills rather than those with analytical skills (Connolly & McGing 2006).
They also tend to promote graduates with work experience in the industry to management or
supervisory positions rather than those who have good qualifications but lack practical
experience.
This has been found in the tourism and hospitality industries in different countries. For
example, an investigation of career paths within the hospitality sector in New Zealand,
found that since the introduction of tertiary hospitality qualifications in 1993, the first few
graduates reached senior management positions (for example, a general hotel manger) after
10 years working in the sector (Harkison, Poulston & Kim 2011). A similar length of time
was also found among managers working in four and five star hotels and first class holiday
villages in Antalya, Turkey (Anafarta & Cizel 2003). The study found that 42 per cent of
these managers also had considerable work experience (6-11 years) in tourism and
hospitality sectors, and 57 per cent had been working in their current workplace between
three and six years. Realistically, graduates may take several years to gain sufficient
experience in the industry to be able to take on supervisory and management positions.
Despite there being similarities and differences in career paths within tourism and
hospitality in different countries, Goeldner and Richie’s (2006) systematic model provides a
useful illustration of career paths into the industry and the way employees may progress
within an organisation. It also appears relevant for a range of different countries. There
appear to be a number of ways for tourism and hospitality employees to start their career in
the industry. Also, tourism and hospitality sectors do not emphasise academic qualifications
as strongly as work experience. Therefore, employees with extensive experience in the
48
industry are able to move into supervisory or management positions without post-secondary
educational qualifications. However, in the longer-term employees with both extensive
work experience and higher education qualifications are more likely to progress their career
paths within tourism and hospitality sectors than those who do not have an academic
qualification (Harper, Brown & Irvine 2005).
3.4 Career Development of Tourism and Hospitality Employees
The term ‘career’ is traditionally defined as ‘professional work life’ and later it has been
expanded and used interchangeably with the terms vocation, occupation, work, and job
(Patton & McMahon 1999). The tourism and hospitality industry consists of a wide range of
business operations, and therefore appears to provide employees with good career
opportunities. For example, tourism operations can include transport, tour operators, travel
agencies, tourist attractions, conference businesses, souvenir shops and tourist information
services and hospitality operations can include restaurants, clubs, catering, hotels and resorts
(Goeldner & Richie 2006). Although a wide range of business sectors exist within the
tourism and hospitality industry, many career studies have focused on hospitality operations
such as hotels and restaurants and relatively few investigations have been conducted within
the tourism operations of transport, travel agents, tour operators and attractions (Kusluvan
2003). This appears to be because tourism is an industry dominated by the hospitality sector
(Riley, Ladkin & Szivas 2002).
The tourism and hospitality industry also provides considerable career opportunities because
it permits employees to enter the industry with low levels of education (Price 1994) and
provides unskilled and semi-skilled work (Baum 1996). Thus, it encourages potential
employees from diverse backgrounds to enter the industry with or without relevant
qualifications and with varying skill levels. Previous literature, however, has indicated that
developing a career in this industry is broad and more complex than is frequently
understood. This is because career success is influenced by a variety of complex factors
which can be categorised into three major groups: individual factors, environmental factors
and additional factors impacting upon individual’s career success.
49
3.4.1 Individual Factors
Achieving career success in the tourism and hospitality industry may depend on a variety of
individual factors which can either support or form a barrier for employees. These factors
include gender, age and other personal attributes.
Gender plays an important role in determining career options at different levels of tourism
and hospitality organisations. In the hotel sector, for instance, it appears that males are
perceived to have better career opportunities than females (Anafarta & Cizel 2003). In
general, hotels appear to have stereotypical views of appropriate types of work for male and
female employees, with men being seen to suit jobs in food and beverage areas, whereas
women are perceived to suit jobs in housekeeping, sales and marketing (Wood 1997), and
administration (Hjalager & Anderson 2001). Men are also more likely to advance their
careers to higher managerial levels than women, who are promoted predominantly to middle
managerial level and not beyond (Huffman & Torres 2001). One possible reason that may
limit females’ career progress to higher managerial positions, is that they are perceived to be
likely to establish a family and become committed to family responsibilities, rather than to
their organisations. The stress and pressure involved with balancing work and family
responsibilities among female employees may also negatively affect their career satisfaction
and work quality (Li & Leung 2001). Subsequently these female employees may have
difficulty moving their career through different managerial levels within an organisation.
A further reason why men may be able to develop better career paths within organisations
when compared with women, is because in the hotel sector general hotel managers tend to
be promoted from food and beverage areas (Nebell III, Braunlich & Zhang 1994; Wadongo,
Kambona & Odhuno 2011), in which male employees are predominant. The next most
common path to hotel manager is the front office. Housekeeping, accounting or marketing
are least likely to lead to promotion to hotel general manager (Ladkin & Juwaheer 2000)
and it is in these areas that females are predominant. Thus, it may be no surprise that for
hotel sectors in countries like Scotland, almost 85 per cent of general hotel managers are
males (Harper et al. 2005).
50
In some countries, however, the trend for a hotel general manager to be male may be less
pronounced. For example, an investigation of career paths of hotel general managers in
Guangdong, China (Li et al. 2007) found that nearly one third of the total number of hotel
general managers were females. The study indicated that most general managers gained
prior experience in front office, housekeeping, food and beverage, sales and marketing and
accounting respectively. The sales and marketing and human resources areas were also
perceived to play a critical role in employees’ career progress to general manager positions.
The study suggested that the reasons most hotel general managers tended to be promoted
through front office, housekeeping and food and beverage are because these areas play
important roles in the operation of the hotel. Skills and knowledge in sales and marketing
and human resources are perceived as important for the hotel general manager as they assist
them to manage the market and people within the organisation. This study demonstrated the
positive impact organisational strategies can have on employees’ career paths and may have
provided female employees with greater opportunities to obtain higher management
positions.
Thus, it can be seen that gender can play an important role in the career progress of male and
female employees within tourism and hospitality organisations. It appears that some
organisations favor male employees, whereas others provide greater career opportunities for
female employees and this subsequently affects the way male and female employees
develop their career path in the industry.
Age is another individual factor which can have either a positive or negative impact on
careers in the tourism and hospitality industry. For example, this has been found in studies
of employment in the hospitality sector in the UK (Janta 2011; Martin & Gardiner 2007).
Thus findings suggested that 80 per cent of employees in the UK’s hospitality sector were
aged between 18 years and 29 years (Janta 2011). This confirms previous findings indicating
that older employees made up about 20 per cent of the hospitality workforce and suggests
that hospitality remains an industry which predominantly employees younger staff.
Moreover older staff working in the industry are were more frequently found in
organisations with a large or formal human resources structure whereas younger employees
tended to work in pubs, clubs, and restaurants (Martin & Gardiner 2007). Another
51
investigation in Scotland (Magd 2003, p. 398) highlighted that some managers perceived
older employees (55 year+) to be “inflexible and reluctant to change, too slow, and found it
hard to adapt to new technology”, were therefore reluctant to employ older employees.
These studies appear to indicate that young people may find that the industry offers better
employment opportunities, while some employees may find it difficult to continue working
in the industry as they become older. Career opportunities for older employees may also be
limited within the tourism and hospitality sectors to firms with a large or formal HR
structure. These studies demonstrate the relationship between age and career opportunities in
tourism and hospitality and suggest that age can impact on employees’ career decision-
making.
Personal attributes are also considered to have a significant impact on career decision-
making. Previous studies suggest that people with particular personality traits and skills can
achieve better career progress in the tourism and hospitality industry than those people who
lack these specific traits and skills. These traits and skills include being flexible and
enthusiastic at work, possessing the ability to communicate and handle change and to deal
effectively with diversity (Akrivos, Ladkin & Reklitis 2007), being open to change and self-
assured (Stone & Ineson 1997), paying attention to personal presentation and verbal
communication and having an ability to adapt to different working environments (Anafarta
& Cizel 2003) and being calm under pressure (Harkison et al. 2011). Some studies have
suggested that personal interests can increase an employee’s level of job satisfaction in the
industry. For example, an investigation of factors associated with employees’ satisfaction in
ski hotels in New Zealand found that many employees worked there because they
appreciated the beautiful scenery and because it provided employees with the opportunity to
ski after work (Boon 2006). This was consistent with findings from another study
investigating employees’ perceptions of working in the hotel sector in India, which found
that many employees enjoyed being part of the glamour and atmosphere of the hotels
(Jauhari & Manaktola 2009). It can be concluded, therefore, that employees with particular
personalities, skills and interests appear to make a long-term career commitment and achieve
better career progress in the tourism and hospitality industry.
52
As has been discussed, it is apparent that personal attributes can play an important role in
tourism and hospitality employees’ career development and success. Factors such as gender
and age can influence the way employees perceive their career opportunities and their ability
to progress within an organisation, whereas personality, skills and interests are more likely
to impact upon employees’ career satisfaction and long-term career commitment to an
organisation.
3.4.2 Environmental Factors
One critical element affecting the career prospects of tourism and hospitality employees is
the fact that employment opportunities are largely dependent on demand from particular
industry sectors (Riley et al. 2002). This employment demand is often contingent upon a
variety of environmental factors (Wong 2004). The impact of the economic environment, in
particular, can influence industry growth positively or negatively and may increase or
decrease demand for employment. For example, the economic environment can have a
positive impact on the economic growth of many tourism destinations and, as a result,
enhances employment opportunities (Baum 1999; Baum, Amoah & Spivack 1997). On the
other hand, the economic environment at a tourism destination may also affect demand for
employment. The impact of inflation rates on the US and Thailand provides an illustration of
the inter-connection between economic growth and employment demand in the tourism and
hospitality industry. In the US, the decision to decrease inflation rates, increased
unemployment and, as a result, some industry sectors had to reduce costs in their business
operations (Fridgen 1996). Conversely, in 1997 Thailand became an economically attractive
destination for international tourists when the country experienced a financial crisis which
resulted in high inflation rates. This negative economic environment promoted tourism
growth in the country and Thailand’s international tourist arrivals increased from 7.764
million in 1998 to 10.799 million in 2002 (Chaisawat 2004). Thus, the impact of the
economic environment can influence industry growth positively or negatively and its
impacts can either increase or decrease employment opportunities.
There is also a strong relationship between employment opportunities and the seasonality of
tourism demand (Leiper 2003). The tourism and hospitality industry has three common
53
seasonal patterns during the year: high or peak seasons (busy times), shoulder seasons
(intermediate times) and low or trough seasons (quiet times). These seasonal patterns lead
to wide spread seasonal employment, underemployment and unemployment (Jolliffe &
Farnsworth 2003). This seasonality may also be increased by some marketing approaches.
For example, a recent investigation of staff turnover in the Greek tourism industry (Chalkiti
& Sigala 2010) found that because the industry markets itself in terms of its natural
environment–sea, sand and sun–this has created seasonal employment demand. In the
summer months there is increased demand for employment in the peninsular regions which
causes decreased demand for employment in the insular regions. This seasonal pattern
subsequently affects employees’ prospects for job progression and job stability in the insular
regions. Employment demand caused by seasonality in the tourism industry means
employees have limited control over their employment opportunities and this may encourage
employees to look for other career options in industries which can provide them with more
stable employment conditions.
Other environmental factors in the tourism and hospitality industry also influence
employment opportunities at some tourism destinations. For example, growing concern
with nature-based and sustainable tourism has increased tourists’ demand for these types of
destinations (International Labour Organisation 2001). Also, safety and security have
become important issues for tourists. Since September 11, 2001, tourists’ concerns about
the safety and security of their destinations have increased (Walker 2008). Significantly, in
2002 a series of explosions in Bali, one of the popular tourist destinations of Indonesia,
caused a great fall in the number of visitors to the island the following year and resulted in
‘widespread unemployment and a collapse in living standards on the island’ (Darma Putra &
Hitchcock 2006, p. 164). This may cause considerable fluctuations in employment
opportunities at tourism destinations, which may at times be regarded as safe but at other
times be perceived as presenting risks to tourists’ personal safety.
As has been indicated, environmental factors such as economic conditions demand for
employment and seasonality, can substantially affect the career opportunities and success of
tourism and hospitality employees. This is because the industry sectors must respond to
these environmental changes and a more effective employment practice may be to employ
54
only the number of staff necessary to operate on day-to-day basis (International Labour
Organisation 2001) and to use casual staff for peak periods. Thus, these environmental
factors either promote or hinder the career progress of tourism and hospitality employees
and may mean the employees have limited control over their career decision-making if they
wish to continue working in the industry.
3.4.3 Additional Factors Impacting upon Employees’ Career Success
As previously discussed individual and environmental factors can affect the career
development and success of tourism and hospitality employees. Other factors may also
affect employees’ career development and their success in the industry. Previous studies
have identified several additional factors, which include background qualifications and work
experience, family, employment conditions and organisational attributes.
Background qualifications and work experience are perceived to be important factors
enhancing long-term career success in the tourism and hospitality industry. As mentioned
earlier, the tourism and hospitality industry allows people with different types of knowledge
and skills to progress their career, but having the right background qualifications and work
experience remain essential for employees’ long-term careers. The importance of
background qualifications and work experience was found among hotel general managers in
Scotland (Harper et al. 2005) and it appears that employees with relevant qualifications and
training in the tourism and hospitality industry achieve better career success in the industry
than those without. It was found that at managerial level employees with formal
qualifications tended to progress their career faster than those without, because at these
levels there is an emphasis on possessing business and management skills, such as good
communication, decision-making and business management skills, whereas those without
formal qualifications often lack these skills.
Similar findings have also been identified in the tourism and hospitality industry in other
countries. For example, an investigation of career progress among tourism and hospitality
employees in India (Jauhari 2006) suggested that, although employees with training and
vocational qualifications were initially able to progress their careers in the industry, they
later appeared to have difficulty moving from a supervisory level to a higher managerial
55
position in the organisation because they lacked necessary knowledge and skills for
management. In some countries, for example Turkey and Thailand, language skills are
particularly important for the careers of tourism and hospitality employees. In Turkey,
foreign language skills appear to play a significant role in becoming a hotel manager, as 60
per cent of hotel managers appear competent in English and 16 per cent appear confident
speaking English and German (Anafarta & Cizel 2003). Whereas in Thailand, English
language is a basic skill requirement even for entry level positions (Baum 1996). In
addition, an investigation of the impact of qualifications on employees’ careers in hotels,
restaurants and catering firms in Denmark (Hjalager & Anderson 2001) found that
employees with high educational qualifications and a training background relevant to the
industry tended to have higher average incomes and retention rates than those without.
These studies suggest that relevant qualifications can provide long-term career development
opportunities for tourism and hospitality employees and employees with relevant tourism
and hospitality qualifications are therefore more likely to develop successful careers in the
industry than those without.
Family factors may also affect career development in the tourism and hospitality industry.
Previous studies, as discussed earlier, have indicated that employees often find it difficult to
balance work and family responsibilities. An investigation of career progress among female
managers of five star hotels in Singapore (Li & Leung 2001) suggested that many female
managers experienced difficulty balancing their family and work responsibilities. This is
because in the Singapore culture, women are expected to maintain the family responsibilities
of being a mother to her children, daughter to her parents, wife to her husband and manager
at work. Therefore, in trying to fulfill these roles, female managers experienced high levels
of stress which had a negative impact on their work performance. The difficulty of
balancing work and family has also been found among male employees. An investigation of
factors influencing the career development of hotel and resort managers in Antalya, Turkey
(Anafarta & Cizel 2003) found that among the 350 managers in the study, of whom 62 per
cent were male and 60 per cent were married, having a family, spouse or dependent child
tended to have a negative impact on their career in the organisation. Absenteeism of 27
percent of these managers was for family reasons. The difficulty of balancing family and
56
work life for married employees may be explained by the nature of the industry which
requires employees to work long and often unsocial hours (O’Leary & Deegan 2005), for
example during the night, weekends and on public holidays. Therefore, working in the
tourism and hospitality industry might not be a practical career choice at particular stages of
life and employees with family commitments may have less desire to continue to develop
their career in the industry.
Employment conditions have also been a major factor affecting careers in the industry. As
has been indicated, the tourism and hospitality industry offers career prospects to employees
with different knowledge and skill levels, however, employees often experience poor
working conditions. These include working irregular hours in the hotel and resort sectors,
rotating shifts of morning, afternoon, evening and night (Boella & Goss-Turner 2005), a
lack of training and limited opportunities for career progress (Lee-Ross & Pryce 2010).
Despite these poor employment conditions, employees often receive lower pay, in the hotel
sector particularly, compared with other industries (Kelley-Patterson & George 2001; Wong
2004). Subsequently, employees with high expectations of long-term financial benefits
might have low career commitment, as the pay or wage structures of the industry are
relatively poor and eventually may not meet their financial expectations. As a result, it is
not surprising that the industry has long experienced low rates of staff retention (Gustafson
2002) because some employees may find it difficult to develop their career in the industry.
Organisational attributes, including location, size, organisation and business structure and
management practices, can also have significant implications for employees seeking to
develop a career in the tourism and hospitality industry. It has been perceived by employees
that well-developed tourism destinations provide better employment opportunities and
international hotel chains such as Ritz Carlton, Holiday Inn and Sheraton can provide better
employment conditions associated with training and learning environments which
subsequently enhance future career opportunities in the industry (Qiu & Lam 2004). Large
organisations or well-established businesses also appear to provide better pay than medium
and small businesses (Riley et al. 2002). Some small and medium business establishments,
such as restaurants and pubs, may provide good short-term career opportunities, particularly
for young staff, whereas large business establishments may provide better long-term career
57
opportunities as these establishments tend to have well-developed human resource
structures, providing employment opportunities for employees of all ages (Martin &
Gardiner 2007). Therefore, it can be seen that organisational attributes can facilitate
employees’ career success substantially and that large and well-established organisations
may provide better career opportunities to employees in terms of employment stability, pay
and work conditions compared with smaller organisations.
This overview of career development amongst tourism and hospitality employees has
discussed a broad range of individual, environmental and other factors which can positively
or negatively affect the way employees develop their career within the tourism and
hospitality industry. These factors include gender, age, personal attributes, the impact of the
economic environment and seasonality on demand for employment, background
qualifications and skills, family and organisational attributes. Essentially, in order to
develop a successful career in this industry, current and potential employees need to
understand the impact of these factors on their career opportunities in the industry generally
and within their organisations.
3.5 Factors Influencing Career Decision-Making in the Tourism andHospitality Industry
As has previously been discussed, the tourism and hospitality industry appears to provide
high career opportunities. Since there is an increasing demand for employees, it is easy for
people to enter the industry as it welcomes employees from diverse backgrounds with
different work experiences and education. However, developing a successful career in the
tourism and hospitality industry is not as easy as obtaining entry into the industry because it
depends on a variety of factors. This appears to be supported by findings from previous
studies suggesting that despite the tourism and hospitality industry being an attractive
workforce for people who seek employment opportunities, the industry has long experienced
difficulties maintaining employees to establish long-term careers in the industry (Lee-Ross
& Pryce 2010; Wood 1997). This is found particularly at an operational level, at which
many people find getting a job in the tourism and hospitality industry easier than in other
industries, however, it appears that they then realise that making satisfactory career progress
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in the industry does not happen easily (Boella & Goss-Turner 2005). Tourism and
hospitality practitioners have sought to understand what drives employees to decide whether
to stay or to leave the tourism and hospitality industry, to allow them to develop strategies
for retaining current employees and trying to make positions in the industry more attractive
to potential applicants (Gustafson 2002). As a result, career decision-making has been
examined by tourism and hospitality practitioners in order to identify factors which
employees perceive to be important for their career and to gain a better understanding of
how these factors influence career decision-making.
During the past two decades, investigations of career decision-making in the tourism and
hospitality industry have focused on two key issues: the reasons people choose to work in
the tourism and hospitality industry and the reasons people subsequently leave the industry.
Research into the first issue has identified a range of reasons why people become tourism
and hospitality employees. Previous studies have found that employees made the decision
to work in the tourism and hospitality industry based on a variety of factors. For example,
employees perceived that their jobs matched their gender and housekeeping tended to suit
females (Purcell 1996) or there was a match between job and their educational qualifications
and work experience (Ladkin 2000). Another factor attracting employees was that they
enjoyed being part of the glamour and atmosphere of hotels (Jauhari & Manaktola 2009) or
employees enjoyed the atmosphere and lifestyle of their workplace location (Hing 1997;
Mkono 2010). Others entered the industry because they felt competent to do the job and job
satisfaction motivated them to continue working in the industry (Lam, Baum & Pine 2001).
This study also indicated the importance of a match between self-efficacy, perceived
occupational self-efficacy and career expectations and provides further support for the social
cognitive career theory of Lent, Brown, and Hackett (1994).
Studies in New Zealand and Hungary have found a significant relationship between career
opportunities in the tourism and hospitality industry and employees entering the industry.
An investigation of employee motivation in New Zealand (Brien 2004) suggested that many
employees at an operational level chose to work in the industry because it was easier to find
a job when compared with other industries. Similar findings were also identified in Hungary
(Riley et al. 2002) where an investigation of employee motivation suggested people entered
59
the industry because they had limited alternative career choices and the tourism and
hospitality industry provided better career opportunities than other industries. These two
studies suggest that choosing to work in the tourism and hospitality industry may not
represent employees’ first choice of a career. Working in the industry, however, provides
these people with an income while they look for a preferred career. Therefore, it is
understandable that some employees leave their jobs when they find a more desirable job
elsewhere.
Whilst, some studies have sought to identify a variety of factors associated with tourism and
hospitality employees’ decisions to work in the industry, other studies have sought to
identify reasons employees leave their jobs in the industry. Previous studies suggest that the
majority of tourism and hospitality employees left their job because they did not cope well
with the employment conditions, irregular working hours, long work hours (Birdir 2002;
O’Leary & Deegan 2005), low pay (Kelley-Patterson & George 2001), working when the
majority of the population is not (Riley et al. 2002), or a lack of appropriate education,
training, or career support from the organisation (Anafarta & Cizel 2003). These
employment conditions cause high pressure and stress among tourism and hospitality
employees (Lam & Xiao 2000) and give employees a minimal amount of time to spend with
family or to socialise with friends (Riley et al. 2002).
Other studies have suggested that environmental conditions, such as economic factors and
seasonality, also affect employees’ career decisions. For example, an investigation of the
impact of supply and demand in the labour market (Wong 2004) suggested that unexpected
fluctuations in the macroeconomic environment profoundly influence the propensity of
business and leisure traveler to travel and their willingness to spend money on leisure and
hospitality related activities. These fluctuations within the macroeconomic environment are
likely to impact on the tendency of hotel and restaurant employers to either increase or
reduce the number of employees working in these sectors. Another study investigated the
impact of the drought on resort communities in Colorado, USA (Wilhelmi, Hayes & Thomas
2008) and found that it had a negative economic impact on local tourism businesses,
including summer resorts, retail outlets and restaurants. As a result of the economic decline
and the negative impact it had on businesses, tourism and hospitality employees were likely
60
to be asked to leave their work in spite of their wish to continue working in the industry.
These two studies demonstrate the impact of environmental factors and show that it is
difficult for both managers and employees when there are unstable employment conditions.
It provides employees with limited control over their career decision-making and may force
them to look for other career options. Thus, some employees wishing to develop their career
in the tourism and hospitality industry find it difficult to maintain and develop their career
due to environmental circumstances.
Career decision-making has become a key focus for tourism and hospitality educational
practitioners. Early research exploring students’ perceptions of a career in the tourism and
hospitality industry indicated that a high proportion of students expressed little interest in
pursuing a career in the industry after graduation (Jenkins 2001; Rudall et al. 1996). The
most common explanation for students leaving the industry is consistent with what has
previously been discussed and relates to the negative nature of work in the hospitality
industry, including unsocial working hours, relatively low pay and the often poor working
conditions.
An investigation of career decision-making among tourism and hospitality students
(O’Mahony et al. 2008) suggested that students enrolled in the course because they had a
positive image of industry growth as reported by the media, their work experience in the
industry, personal observation and information obtained through a reference group which
investigated the reasons why students choose to enroll in a hospitality degree. Another study
undertook further investigation into tourism and hospitality students’ career intentions in the
industry which highlighted that first year students expressed the most positive career
intentions towards the industry whereas final year students expressed the least positive
intentions (Jenkins 2001). This study also emphasised that students appeared to make their
career decision of whether to seek a career in the industry after graduation or not after their
work-placement program.
Research examining the impact of work-placement programs on students’ career decisions
suggests that there are three important ways the program influenced the way students made
career decisions after graduation (McMahon & Quinn 1995; Raybould & Wilkins 2005).
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Firstly, the work-placement provided an opportunity for the students to experience the actual
work environment and influenced the students’ perceptions of the industry. Prior to working
in the industry, students’ perceptions differed from the reality of their work experience.
Thus, the greater the mismatch between their prior perception and the reality of work
experience, the more negative the impact on their career decision-making. Secondly,
organisations frequently did not meet students’ expectations of what constituted an
appropriate work placement, which according to students meant providing them with
meaningful learning opportunities. Finally, students appeared discouraged because industry
practitioners emphasised operational skills and did not recognize the value of the managerial
skills that students had developed during their degree. Accordingly, graduates often
indicated that their capabilities had not been effectively utilised or developed by the
industry. At this stage it is not clear whether organisations under-utilise the skills of
graduates or whether undergraduates make unrealistic assessments of their own abilities. It
would appear that undergraduates and industry practitioners have different perspectives
about what constitutes appropriate work for graduates. These misperceptions between
students and the industry surface whilst students are engaged in the work-placement process
and have a long-term impact upon their commitment to the industry.
As has been discussed, there are a variety of factors that tourism and hospitality employees
and students perceive to affect their career decision-making. Career decision-making studies
among tourism and hospitality employees revealed that some make career decisions based
on their personal interests and abilities and some make career decisions based on the labour
market environment and career opportunities. However, uncontrollable factors such as the
economy and seasonality can also affect tourism and hospitality employees positively and
negatively, and may subsequently influence the way they make career decisions. Previous
studies of career decision-making among tourism and hospitality students have also
identified that many students made their career decisions based on finding a match between
themselves and their work environment or job tasks. These empirical studies have
demonstrated that developing a career in the tourism and hospitality industry is much more
difficult than entering the industry and career success is determined by a variety of complex
factors.
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3.6 Limitations of Existing Research into Career Decision-Making
The review of literature and previous studies of career decision-making in the tourism and
hospitality industry have identified three major limitations and provide directions for future
research.
Firstly, as has been discussed in an earlier section, the existing literature investigating career
decision-making in the tourism and hospitality industry has predominantly focused on the
application of either psychological approaches (individual factors such as gender,
qualifications and work experience) or sociological approaches (environmental factors such
as economic conditions, seasonality and career opportunity) independently. Some of the
same issues, which have been identified in the more general theoretical approaches to career
decision-making, have also emerged as important for tourism and hospitality employees.
These studies have not, however, looked at the same range of factors which underpin the
previous discussion of the interrelationship of these factors.
More importantly, the findings suggest that individuals are unable to make effective career
decisions based on one specific factor. For example, some employees may intend to stay in
the industry, however, if employment demand in is low, they may be required to leave their
jobs. Accordingly, it can be argued that in order to gain a better understanding of career
decision-making within a tourism and hospitality context, it is necessary to approach career
decision-making as a process, whereby individuals consider a range of factors and make
decisions based on their assessment of these factors.
Thus future research in the tourism and hospitality industry needs to use the information
previously discussed and consider career decision-making as a process that allows a variety
of important individual and environmental factors, to be identified and seeks to understand
the relative impact of these factors. This approach could then be used to demonstrate the
interrelation of these factors and how they may affect the career decision-making of tourism
and hospitality employees.
Despite a number of career decision-making studies being conducted with tourism and
hospitality employees, few studies have been conducted within the context of tourism and
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hospitality students. Those career decision-making studies that have been conducted with
tourism and hospitality students have predominantly focused on the impact of the work-
placement program on the students’ perceived career in the industry. Thus, further
investigation of career decision-making among tourism and hospitality students is crucial, as
the findings will provide a better understanding of the factors associated with students’
career decision-making processes. In addition, the findings may be used to compare the
similarity and differences of career decision-making between tourism and hospitality
employees and students, and such knowledge could assist the industry and educational
practitioners to facilitate the career development of current and potential employees.
Furthermore, the cultural environment appears to have important implications for career
decision-making in the industry. In some countries, for example Turkey and Thailand,
language skills are considered to be particularly important for the careers of tourism and
hospitality employees. In some South-East Asian countries, cultural values can have
positive or negative impacts on career development in the tourism and hospitality industry
(Nankervis 2002). For example, in Thailand and Indonesia, working in the accommodation
sector (e.g. hotels and resorts) is perceived to be a good job option, as it is easier work than
unskilled work in other industries such as construction, transportation, or manufacturing.
Whereas in Singapore, Hong Kong and Brunei, the industry appears to have difficulty
attracting hotel workers because these countries, culturally, perceive serving people as
degrading, and therefore working in a hotel is seen to have a low status. Significantly, in
Heilongjiang-China (Qiu & Lam 2004), it found that despite industry growth, the city still
encounters labour shortages especially among young people. This appears to be because
young people are not encouraged by their parents to work in the industry, as serving people
is culturally considered as “analogous to losing face” (Qiu & Lam 2004, p. 48).
As can be seen, the cultural environment can influence the knowledge and skills required by
employees in the tourism and hospitality industry and cultural values towards a career in the
tourism and hospitality industry either encourage or discourage people from working in the
industry. Thus, it is essential to explore careers in the tourism and hospitality industry from
different cultural perspectives in order to gain a better understanding of the way people
select a career in the industry. This will allow tourism and hospitality practitioners and
64
educators to facilitate career development for employees and students in the industry
effectively.
Future research needs to address these key issues in order to extend the knowledge of career
decision-making in the tourism and hospitality industry. It is also important for future
research to provide a better understanding of tourism and hospitality students’ career
decision-making within different cultural contexts.
3.7 Conclusion
This chapter has provided an overview of careers in the tourism and hospitality industry. It
has highlighted that tourism and hospitality employees may come from different knowledge
backgrounds and possess different skills, however those with relevant knowledge and skills
appear to make better career progress than those without. This chapter also identified a
variety of factors that can have an impact on tourism and hospitality employees’ career
progress in the industry. It also addressed the importance of career decision-making in the
industry and explored a variety of factors suggested by previous studies as appearing to
influence career decision-making of tourism and hospitality employees. The chapter
concluded by indicating the limitations of previous research and identifying key issues and
assumptions to be included in future research. The next chapter will provide a theoretical
framework and indicate its application for the current study.
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Chapter Four
Theoretical Framework
4.1 Introduction
Chapter Two provided an overview of relevant theoretical approaches and previous research
into career decision-making. Chapter Three reviewed relevant literature and understandings
of the way employees develop their careers within the tourism and hospitality industry. It
specifically emphasised the important implications of career decision-making and outlined
key issues for future research into career decision-making in the tourism and hospitality
industry. This chapter provides an overview of the theoretical framework for the current
study. It also identifies the primary purpose, specific aims and research questions. The
chapter concludes with how the proposed theoretical framework is applied in the current
study in order to address the identified aims and research questions.
4.2 Proposed Theoretical Framework
The previous chapter identified three key issues that require further research in order to
better understand the career decision-making of employees in the tourism and hospitality
industry. The first issue discussed and considered career decision-making as a process that
allows a variety of important factors, both individual and environmental factors, to be
identified and seeks to understand the relative impact of these factors. A further issue
identified in the previous chapter was the lack of career decision-making studies within a
student context and that further research in this context was needed in the tourism and
hospitality industry. The final key issue was the impact of culture on career decision-
making in the tourism and hospitality industry. It was argued that it is essential to explore
careers in the tourism and hospitality industry from different cultural perspectives in order to
gain a better understanding of the way people make career decisions in different cultures.
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Based on these key issues, the current study sought to investigate what drives the career
decision-making process of tourism and hospitality students and to understand the impact of
cultural influences on this process. In order to achieve this, this study used Lent, Brown and
Hackett’s (1994) social cognitive career theory to investigate the career decision-making
process used by selected Thai and Australian tourism and hospitality students. In these two
countries, the tourism and hospitality industry is important but they represent two very
different cultural contexts. Thailand and Australia were, therefore, selected so as to
understand the way tourism and hospitality students use their cultural interpretations to
make rational career decisions.
Lent, Brown and Hackett’s (1994) social cognitive career theory (SCCT), which was
discussed in Chapter Two, was seen to provide an appropriate theoretical framework for the
current study because this model demonstrates the processes involved in how individuals
develop their career decision-making (see Chapter Two: Figure 2.2). The theory also allows
a variety of individual and environmental factors associated with the career decision-making
process to be identified and provides an explanation for how these factors are interrelated.
The theory can also be used to predict the likelihood of individuals making specific career
decisions and choices. In addition, the theory has been widely used for research into career
decision-making and to investigate the choices young adolescents, including high school and
university students, make in different cultural contexts (Flores et al. 2010; Gushue 2006;
Roger et al. 2008; Smith 2002).
While SCCT helps to conceptualise the career decision-making process of tourism and
hospitality students, Thailand and Australia were selected to provide a better understanding
of cultural influences on tourism and hospitality students’ perceptions of the importance of
factors associated with the career decision-making process. Thailand and Australia are
popular tourist destinations for the Asian and Pacific regions. For example, the tourism and
hospitality industry in Thailand has been growing continuously during the last ten years and
the number of international tourists visiting Thailand rose from 7.76 million in 1998 to
14.46 million in 2007 (Tourism Authority of Thailand 2008). In 2004, Thailand earned
approximately US$10,034 million and was ranked as the fourth most popular international
tourist destination in the region after China, Australia and Japan (World Tourism
67
Organisation 2005). Even a decade ago, Thailand was one of the top four international
tourist destinations in the region, it was reported that Australia earned around US$7.5 billion
in 1999 and more recently has been ranked as amongst the world’s top 15 international
tourist destinations (International Labor Organisation 2001), increasing its tourism revenue
to US$13 billion in 2004. This success moved it into the world’s top 10 international
tourism destinations (World Tourism Organisation 2005).
Despite the importance of the tourism and hospitality industry to Thailand and Australia,
these countries are culturally very different. Hofstede’s five dimensions of national culture
(2001) can be used to compare countries:
1. Power distance refers to the extent to which a hierarchical structure is accepted.
2. Uncertainty avoidance relates to the amount of stress expressed when faced with
an unknown future
3. Individualism versus collectivism is the extent to which a culture values individual
performance rather than the efforts of the group
4. Masculinity versus femininity is the extent to which a culture values stereotypical
male or female characteristics
5. Long-term versus short-term orientation relates to the extent to which people’s
efforts are associated with future or current goals.
Table 4.1 provides a comparison of the five dimensions of national culture difference for
Thailand and Australia. Hofstede (2001) suggests that Thailand is classified as having an
Eastern culture orientation, whereas Australia is considered to have a Western culture
orientation. Although Hofstede’s work has come in for some criticism, the fundamental
issues relating cultural differences that he exposes have been confirmed by other scholars
particularly within regards to Eastern and Western culture. For example, people from
Eastern societies value interpersonal relationships and are therefore likely to avoid certain
activities such as making direct criticism in which would cause a negative impact on their
friendship (Reisinger & Turner 2003; Trompenaars 1993; Hampden-Turner & Trompenaars
1993). Conversely, people from Western societies value individuals’ performance and
equality and therefore they are likely to be able to cope with direct criticism from others
68
(Maznevski 1994; Trompenaars 1993). As Table 4.1 indicates, Thai culture values social
traditions and young people are expected to respect their parents, older relatives and
teachers. Family is considered to be very important. Whereas Australia is a less traditional
society and less hierarchical power structures exist between young people and their parents,
older relatives and teachers. Weaker family ties may exist when compared to Thai culture.
Thailand and Australia, therefore, were considered to be appropriate for the current study
because whilst the tourism and hospitality industry has an important impact on both
countries’ economies, Thailand and Australia have different cultural orientations.
Table 4.1 Some key differences between Thailand and Australia
Cultural Dimensions Thailand Australia
Power distance Children are taught to respectparents, older relatives andteachers. They are expected tobe obedient and becomeindependent at a later age.
Children treat parents, olderrelatives and teachers with lessrespect. They are expected tobecome independent at a youngage.
Thailand = HighAustralia = Low
Uncertainty avoidanceEmployees experience higherwork stress about uncertaintyand tend to stay with the sameemployer. They prefer to workfor larger organisations.
Employees experience lower stressabout uncertainty and are lesshesitant to change employers.They are less influenced by the sizeof organisations.
Thailand = HighAustralia = Low
Individualism verse collectivism They have a collectiveorientation and belong to atraditional society whichrewards group rather thanindividual performance. Theyhave strong family ties andopinions are predetermined bythe group rather thanindividuals.
They have an individual orientationand a modern society, whichrewards individual performance.Weaker family ties and personalopinions are valued.
Thailand = CollectivismAustralia = Individualism
Masculinity verse femininity The society endorsesstereotypical male and femalevalues that men are perceivedto show competitive andassertive behaviour and womenare expected to show caringand nurturing behaviour.
The society stresses equality andquality of work life. More womenare able to achieve managementpositions. Men and women havebroader career opportunities andstereotypical values are lessentrenched.
Thailand = HighAustralia = Low
Long-term verse short-term The society emphasises long-term goals, persistence andperseverance, and leisure timeis regarded as unimportant.
The society emphasises short-termgoals and quick results, and leisuretime is valued.
Thailand = Long-termAustralia = Short-term
(Source: Hofstede 2001)
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4.3 Orientation of the Current Research
As previously discussed, the broad aims of this research were to investigate what drives
tourism and hospitality students’ career decision-making and to better understand the career
decision-making process. The research sought to identify factors perceived to have an
impact on the career decision-making of students within two different cultures–Thailand and
Australia, and to understand some of the ways in which culture influences students’ career
decision-making.
In order to achieve these goals, the current study examined a number of issues and sought to:
1. Identify specific factors that tourism and hospitality students perceived to
influence their career decision-making;
2. Investigate the impact of these identified factors on the students’ decisions to
choose a career in the tourism and hospitality industry;
3. Understand the role of these identified factors on the students’ career decision-
making from a Thai and an Australian perspective.
The current study used both quantitative and qualitative research methods to address these
aims. Quantitative research methods were used to identify factors that were perceived to
impact on the career decision-making of tourism and hospitality students. Qualitative
research methods were used to gain a better understanding of the way Thai and Australian
tourism and hospitality students use culture to interpret these identified factors and how their
interpretations influence their career decision-making. It was anticipated that this research
would provide a better understanding of tourism and hospitality students’ career decision-
making processes and highlight the importance of cultural influences on their career
decision-making.
4.4 Theoretical Applications of the Current Research
This section focuses on the theoretical applications of social cognitive career theory (SCCT)
on the current research, with an emphasis on two components of the theory. The current
study initially used the SCCT model to investigate the career decision-making process of
70
Thai and Australian tourism and hospitality students. The model was then used to provide
guidelines for understanding the influences of the identified factors on the career decision-
making processes of Thai and Australian tourism and hospitality students.
4.4.1 Applications of SCCT Model
The current study used the SCCT model to investigate factors associated with tourism and
hospitality students’ career decision-making and to answer–What are the factors that appear
to influence the career decision-making of tourism and hospitality students?
A quantitative research method was used to answer the above research question by selecting
a variety of issues which previous research had found to play a role in the career decision-
making of tourism and hospitality employees. These issues were then categorised into six
broader factors as proposed by the SCCT model, namely individual factors, individuals’
background contextual factors, learning experiences, self-efficacy, outcome expectations,
and career interest. The SCCT model suggests that these factors are interrelated, although it
should be noted that the current study specifically sought to investigate whether these factors
had an impact upon tourism and hospitality students’ career decision-making and did not
attempt to establish interrelationships between the factors. SCCT theory suggests, however,
that those individual factors, individuals’ background contextual factors, learning
experiences, self-efficacy and outcome expectations affect how individuals develop their
career interest and career interest influences their career decision-making. Therefore, the
proposed six factors were hypothesised as the following.
Factor 1: Individual Factors
The SCCT model indicated that individual factors such as gender and age. Previous studies
of career decision-making in the tourism and hospitality industry have found that gender and
age both influence career decision-making among tourism and hospitality employees.
Gender appears to strongly influence career decision-making because some jobs are
perceived to suit a specific gender. For example, men are seen to suit jobs in food and
beverage areas, whereas women are seen to suit jobs in housekeeping and sales and
marketing (Wood 1997). As a result, it was hypothesised:
71
H1 Gender is related positively to students’ career interest
H2 Gender is related negatively to students’ career interest
A further individual factor which appears to affect career decision-making in the tourism
and hospitality industry is age. Previous studies have indicated that age impacts on career
opportunities because the tourism and hospitality industry appears to suit younger
employees (Janta 2011) and career opportunities in the industry are perceived to be limited
for employees who are 55+ years (Magd 2003). The current study involved both young and
older undergraduate students. Therefore, it was hypothesised:
H1 Age is related positively to students’ career interest
H2 Age is related negatively to students’ career interest
Factor 2: Individuals’ Background Contextual Factors
In addition to individual factors such as gender and age, there are other factors that may
impact either positively or negatively on individuals when developing their career interests.
These include parents, school teachers, peers, cultural values and beliefs and job opportunity
(Sharf 2006). These factors are identified as individuals’ background contextual factors.
Previous studies have indicated that individuals’ background contextual factors can either
encourage or form a barrier for people considering employment in the tourism and
hospitality industry, for example a positive influence may be high employment demand
(Baum et al. 1997; Brien 2004) or having a positive image of working in the industry
obtained through reference groups or course entry requirements (O’Mahony et al. 2008).
Cultural values can also form a barrier for people choosing to work in the tourism and
hospitality industry, particularly in countries such as China (Qiu & Lam 2004), Singapore,
Hong Kong and Brunei (Nankervis 2002). There are also additional factors associated with
individuals’ background contextual factors, as identified in a participant survey (see
Appendix A: Question 8). As a result, it was hypothesised:
H1 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related positively to students’ career
interest
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H2 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related negatively to students’ career
interest
Factor 3: Learning Experiences
Individuals’ learning experiences can significantly influence career interests because
learning experiences allow individuals to learn more about their own abilities to perform
specific tasks (Sharf 2006). When students are pursuing their degree in tourism and
hospitality, several factors are considered to have an impact on the way they learn about
their future career. These include work placement programs, the relevant industry
experience of academic staff and course structure (Littlejohn & Watson 2004). These factors
may either enhance or discourage students’ career interests in the tourism and hospitality
industry. There are also additional factors associated with tourism and hospitality students’
learning experiences, identified in the participants’ survey (see Appendix A: Question 10).
As a result, it was hypothesised:
H1 Learning experiences are related positively to students’ career interest
H2 Learning experiences are related negatively to students’ career interest
Factor 4: Self-Efficacy
Self-efficacy refers to individuals’ beliefs about their abilities to accomplish tasks or to
achieve particular courses of action (Bandura 1987). Evidence suggests that those who are
confident in their abilities to undertake a particular task are more likely to pursue the task
persistently and successfully (Nilsson, Schmidt & Meek 2002).
The current study used a previously validated self-efficacy inventory–Career Decision-
Making Self-Efficacy Scale-Short Form or CDMSE-SF (Betz, Klein, & Taylor 1996; Creed,
Patton & Watson 2002)–to examine the relationship between students’ self-efficacy and their
interest in choosing a career in the tourism and hospitality industry (see Appendix A:
Section C). This inventory consists of 25 behavioural statements designed to measure an
individual’s beliefs and confidence in their ability to complete different tasks relevant for
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their career decision-making. The degree of confidence was measured using a five point
likert scaling from ‘no confidence at all’ to ‘complete confidence’.
Although this career instrument has been used in a variety of different studies and in
different cultural contexts, one particular study used this instrument to examine the
relationship between career decision-making self-efficacy and career exploration amongst
African American high school students (Gushue et al. 2006). The study suggested that there
was a relationship between self-efficacy and the ability to generate possible careers because
it found that students’ perceived self-efficacy influenced their career interests, abilities,
goals, and confidence to search for a desired career. As a result, it is hypothesised:
H1 Self-efficacy will have a positive impact on students’ career interest
H2 Self-efficacy will have a negative impact on students’ career interest
Factor 5: Outcome Expectations
Outcome expectations have been defined as an individual’s estimate of the likely probability
of an outcome (Sharf 2006). Thus, people tend to develop either positive or negative career
interests depending on the match between their outcome expectations and their experiences
of tasks, jobs or careers.
The current study used Schein’s Career Anchors Inventory (1978), which was discussed in
an earlier chapter (see Appendix A: Section C). It suggests that people tend to have specific
values or desires that they seek to satisfy in their work. These may include values in relation
to their work and personal life, as well as skills and abilities necessary to actually do the
work. Schein’s Career Anchors Inventory consists of 22 attitudinal statements, which
measure an individual’s assessment of their ideal career. Participants indicate the strength
of their opinion of these given ideal statements using a nine point scale ranging from
‘strongly disagree’ to ‘strongly agree’. Previous studies using Schein’s Career Anchors
Inventory indicated that it is a useful instrument to examine the congruence between
employees’ career attitudes and their career expectations (Ituma & Simpson 2006). This
inventory also appears to be relevant for different countries, such as Australia and New
Zealand, the US, Malaysia, South Africa and the UK (Marshall & Bonner 2003).
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It should, however, be noted that this career instrument is not a direct measure of students’
outcome expectations. Previous studies have suggested that many tourism and hospitality
students had had limited work experience and had unrealistic views of jobs or careers in the
tourism and hospitality industry (Jenkins 2001; McMahon & Quinn 1995; Raybould &
Wilkins 2005) and some did not have a clear idea about their career following graduation
(Jameson & Holden 2000). Therefore, Schein’s Career Anchors Inventory sought to
establish the way tourism and hospitality students perceive their expectations of the specific
jobs or tasks impacting on their career interests, and the current study hypothesised:
H1 Outcome expectations is related positively to students’ career interest
H2 Outcome expectations is related negatively to students’ career interest
According to SCCT theory, individual factors (gender and age), individuals’ background
contextual factors (parents, teachers, peers, social background and the economic
environment), learning experiences, self-efficacy and outcome expectations can either
enhance or limit individuals’ employment and career opportunities, and these factors may
directly predict individuals’ career interests and career choices (Turner & Lapan 2002).
Regression analysis therefore was employed to determine the relationships between each of
these factors and students’ career interests and the way they differently predict students’
career decision-making.
Figure 4.2 shows the application of the SCCT model in the current research. It indicated six
major factors which constitute the career decision-making process. The quantitative research
approach and regression analysis were used to examine the relationship of each of these
factors with students’ career interests, which subsequently influence their decision to choose
a career in the tourism and hospitality industry.
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Figure 4.2 Application of SCCT’s model on the current research
It was anticipated that the application of the SCCT model would help to conceptualise the
career decision-making process of tourism and hospitality students. One valuable aspect of
this model was that it allowed a range of factors to be used in investigating how Thai and
Australian tourism and hospitality students perceived these factors during the career
decision-making process.
4.4.2 Applications of SCCT for an Understanding of Cultural Influences on theTourism and Hospitality Students’ Career Decision-Making Process
The final aim of the current study was to understand the impact of the identified factors on
the career decision-making process of Thai and Australian tourism and hospitality students.
To achieve this aim, SCCT was used to provide a theoretical framework for investigating the
impact of cultural influences on tourism and hospitality students’ career decision-making
process within Thailand and Australia. Thus, the final research question of this study was–
How do Thai and Australian tourism and hospitality students perceive these factors and to
what extent do these factors have an impact on their career decision-making?
It was anticipated that the qualitative research approach would explain how Thai and
Australian tourism and hospitality students perceived the identified factors, which were
obtained from the application of the SCCT model, and were associated with Thai and
Australian tourism and hospitality students’ career interest. These factors are individual
factors (gender and age), individuals’ background contextual factors (family, peers and
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employment opportunities), learning experiences (course structure and work-placement
program), self-efficacy (individuals’ views of their ability to achieve tasks or goals) and
outcome expectations (level of expectations regarding their career or job). The qualitative
research approach was used to underpin how these factors impacted upon students’ career
interest and explain how they influenced career decision-making in the tourism and
hospitality industry.
Participants selected from the Thai and Australian student cohorts were asked to identify
what they perceived to be important for their career decision-making and to describe how
these factors influenced the way they made career decisions. For example, it was expected
that parents, peers and teachers might influence Thai and Australian students differently.
This was because the influence of parents, peers, and teachers in a collectivist society were
anticipated to play a significant role on Thai students’ decisions regarding a university
course (Hofstede 2001). Conversely, parents, peers and teachers were expected to have less
influence on Australian students (O’Mahony et al. 2008).
Qualitative research methods were also used to address how these factors were linked
together to subsequently influence the Thai and Australian students’ career decision-making
to choose a career in the tourism and hospitality industry. According to SCCT, the key
theoretical constructs emphasise the interaction of learning experiences, self-efficacy and
outcome expectations and the way these affect individuals’ career decisions. Thus, the
current study used SCCT as the theoretical framework for analysing the in-depth
information and to convey how Thai and Australian students’ learning experiences impact
on their development of abilities, confidence (self-efficacy) and expectations for their career
(outcome expectations) and how this subsequently influenced the decision to pursue a career
in the tourism and hospitality industry.
It was anticipated that the application of SCCT would provide an understanding of tourism
and hospitality students’ career decision-making process within Thai and Australian
contexts and demonstrate ways in which culture influences career decision-making in the
tourism and hospitality industry.
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4.5 Conclusion
This chapter has sought to provide an overview of the theoretical framework and how it was
used in the current study. It discussed that Lent, Brown and Hackett’s (1994) social
cognitive career theory was used to provide this framework and it identified Thailand and
Australia as the cultural contexts for the study. It also provided an introduction to the
current study and outlined the aims, research questions and the way the study was carried
out. This chapter concluded with an explanation of theoretical applications of the study,
focusing on the SCCT model and how the model was used to formulate hypotheses for the
current study and to provide theoretical guidelines for understanding the career decision-
making of tourism and hospitality students in Thailand and Australia. The next chapter
focuses on the methodology of the current research.
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Chapter Five
Research Methodology
5.1 Introduction
In the preceding chapter, the theoretical framework and its application for the current study
were introduced and discussed. This chapter provides details about the methodological
research framework for the current study. The chapter consists of three major sections:
research design and methodology, the quantitative study and the qualitative study. The
research design and methodology section focuses on the research procedures, including the
choice of research methods and the selection of participants. It covers issues relating to
language translation, ethics and confidentiality related to research preparation prior to data
collection and analysis. The second and the third sections of the chapter relate to the
quantitative and qualitative studies and focus on the research instruments, data collection,
and data analysis techniques.
5.2 Research Design and Methods
The research design has been defined as the framework for conducting research and helps
researchers to ensure that the study will be carried out successfully (Churchill 2001).
Generally, the research design is used to justify decisions and choices relating to the
research procedure (Sekaran 2003). Specifically, such justifications should show that the
five aspects–research purpose, theoretical framework, research questions, research methods,
and sampling strategy–are appropriately inter-connected (Robson 2002). The current study
follows these aspects of research design. This section provides an overview of the research
methodology for the current study. It justifies the research methods used, implementation of
the research methods and planning for data collection.
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5.2.1 Developing Research Methods
The choice of research methods for the current study was influenced by the purpose of the
research, which investigated the factors that drive the career decision-making process of
tourism and hospitality students to seek a career in the tourism and hospitality industry. It
also sought to understand how these identified factors impacted upon the career decision-
making behaviour of individuals from different cultural backgrounds, specifically Thailand
and Australia. As previously discussed, the social cognitive learning model of the career
decision-making process helped to generate possible factors associated with individuals’
career decision-making processes and was used as a theoretical framework for the current
study. The main purpose of the current study and its theoretical framework was to answer
the following research questions:
1. What are the factors that appear to influence the career decision-making of
tourism and hospitality students?
2. How do Thai and Australian tourism and hospitality students perceive these
factors and to what extent do these factors have an impact on their career
decision-making?
Accordingly, there were three assumptions made for selecting the research methods to
answer these research questions. Firstly, the selected research methods needed to identify
the variety of factors associated with the career decision-making process. Secondly, the
selected research methods had to be able to predict the relationship between each of these
identified factors and the career decision-making behaviour of tourism and hospitality
students. Finally, the selected research methods needed to allow in-depth information to be
collected and analysed in order to show how tourism and hospitality students from different
cultural contexts perceive the identified factors as important for their career decision-making
behaviour. Consequently, the current study used mixed methods research: quantitative and
qualitative methods. The following section discusses in more detail the mixed methods
research used in the current study. Later sections provide further discussion of the selection
of Thailand and Australia as two cultural contexts for the study, and the way in which
participants were selected.
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5.2.2 Choice of Research Methods: A Mixed Methods Approach
As briefly indicated, the current study used mixed methods research which involved both
quantitative and qualitative approaches. Mixed methods research is commonly used as a
strategic research approach that is able “(a) to demonstrate a particular variable will have a
predicted relationship with another variable and (b) to answer exploratory questions about
how that predicted (or some other related) relationship actually happens” (Tashakkori &
Teddlie 2003, p. 15). Similarly, the current study used quantitative methods to identify a
variety of factors associated with the career decision-making process and to indicate the
statistical significance of these factors. It also permitted the relationship between the
identified factors and career decision-making process to be tested (Sakaran 2003).
In addition, the current study sought to gain a better understanding of the impact of students’
cultural backgrounds on the way they perceived the importance of the identified factors
associated with the suggested career decision-making process. Thus, the study was
interested in exploring the way in which the factors identified by the quantitative study
appeared to operate in two different cultural contexts. For example, it investigated the
perceived importance of gender to tourism and hospitality students from different cultures
and the way in which it influences their career decision-making process. Using only a
quantitative research approach would not have allowed more detailed information to be
obtained. Therefore, a qualitative method was also selected to explore and gain a more
comprehensive understanding of the way in which the selected cultural contexts of Thailand
and Australia impacted on the tourism and hospitality students’ career decision-making
process.
Mixed methods research was considered to be an appropriate research framework for the
current study because it helped to demonstrate a constructive career decision-making
process and provided a better understanding of how tourism and hospitality students from
different cultural backgrounds perceived career decision-making. It could also be used to
confirm the findings of both the quantitative and qualitative approaches (Flick 2009).
Consequently, the research findings could be used to establish a better understanding of
tourism and hospitality students’ career decision-making process.
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5.2.3 The Implementation of Mixed Methods Research
As there are several strategies for implementing quantitative and qualitative methods in one
research design, it is important to ensure that the selected strategy matches the research
problem and purpose (Creswell & Plano Clark 2007). Thus, the current study used a
quantitative approach to identify factors associated with tourism and hospitality student’s
career decision-making and the way these factors impacted on their decision to pursue a
career in the tourism and hospitality industry. The qualitative data was used to explore the
importance of the factors identified by the quantitative data and their influence on tourism
and hospitality students’ career decision-making. In other words, the selected mixed
methods research strategy for the current study linked the quantitative and qualitative results
in order to interpret and explain tourism and hospitality students’ career decision-making
process and behaviour (Flick 2009). Figure 5.1 shows the implementation of the mixed
methods research in the current study. It demonstrates that the current study involved two
different data collection phases: the quantitative research method, followed by the
qualitative research method. The results of the two phases were then integrated during the
interpretation phase. Qualitative results, as occurred in this study, are commonly used to
assist in explaining and interpreting the findings from the quantitative study (Creswell
2003).
Figure 5.1 Sequential explanatory design
(Source: Creswell 2003, p. 212)
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This sequential explanatory design was an appropriate strategy for the current study because
it provided a clear research process and was straightforward to implement. The major
weakness of the design is that it requires substantial time for data collection as it involves
two separate studies (Creswell 2003). Later in this chapter, the quantitative and qualitative
research approaches are presented as two separate studies: the quantitative study and the
qualitative study. Each section provides discussion of the choices of research instruments,
data collection procedures, and data analysis techniques.
5.2.4 The Selection of Participants: A Case Study Research Strategy
As has been indicated, the study collected data from tourism and hospitality students. The
selection of participants was a case study approach. As a result, participants were recruited
from three universities: two Thai universities and one Australian university. Three
universities were selected for this study because tourism and hospitality courses in Australia
are commonly offered within a Business degree, whereas, in Thailand these courses may be
offered as part of either a Business or Arts degree. As the current study sought to
understand the impact of a variety of factors associated with the career decision-making
process for tourism and hospitality students, it was decided that data obtained from students
from different tourism and hospitality degree backgrounds and from different cultural
contexts enhanced the validity of the study. Intrinsic to case study research is the fact that
empirical results are obtained from selection of specific groups or a small number of
individuals (Robson 2002). Thus, the current findings provide detailed information about
tourism and hospitality students attending three specific universities but they cannot be
generalised to other Thai or Australian tourism and hospitality universities. Case study
approach, however, is considered as useful approach for the current study because case
study has been suggested to be suitable for the research questions of ‘what’ and ‘how’ and
provides an in-depth contextual understanding of a particular groups or individuals (Yin
1994).
The target participants for the current study were also selected from two particular groups of
students; students who were enrolling for work-placement and students who had completed
their work-placement program. These two groups were chosen because they had different
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levels of knowledge about their selected career. It was assumed that the first student group
had been enrolled in their tourism and hospitality course for long enough to have developed
some knowledge and understanding of the demands associated with a career in the tourism
and hospitality industry, but that the second student group had greater industry knowledge
gained from their work experience.
It should be noted that Thai and Australian students had work-placements of different
durations–the Thai students’ work-placement was three months whereas the Australian
students’ work-placement was equivalent to two semesters of the students’ study workload
or ten month working period. This was unavoidable as it reflected the course structures of
the tourism and hospitality programs at the selected universities. However, it was predicted
that this would not have a major impact because people tend to judge their jobs based on
their competencies, values, needs and feeling (Noe 2008) and hence make decisions quickly
about whether or not they match to the job. The current study included students who had
completed their work placement and explored the real world of the tourism and hospitality
work environment because they were seen to be able to evaluate and make their own career
decisions based on their experiences. It did not seek to compare the impact of the duration
of a student’s work experience on their career decision-making. Thus, it was anticipated that
these target groups would be able to identify a variety of factors associated with their career
decision-making process and provide insight into how these factors impacted upon their
career decision-making.
5.2.5 Translation for Research Instruments
Since the current study was conducted in two countries, Thailand and Australia, the research
instruments required two language versions: a Thai version for Thai students and an English
version for Australian students. As a result, the current study used back translation or
double translations, to ensure that the quality of the research instruments of the two different
languages were comparable. Forbes (2010) suggested that back translation method is seen
to be one of the most valid translation methods for cross-cultural studies as it provides the
best translation results.
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The double translation process for the current study included four major steps. First, the
quantitative and qualitative research instruments, which emerged from the literature review,
were available in English. The English version of these research instruments were then sent
to an appropriately qualified Thai person, an English lecturer employed within higher
education, and she translated the English version of these research instruments into the Thai
language. Then, once the research instruments had been translated into Thai, they were
passed on to a different but similarly qualified Thai person to translate them from Thai to
English. Finally, the translated Thai to English versions of the quantitative and qualitative
research instruments were compared to their original English version and checked by a panel
of three Australian academic experts in tourism and hospitality for any word or meaning
variation, inconsistencies, mistranslations, or lost words and phrases, to ensure the
consistency of meaning and content of the questionnaire and the semi structured in-depth
interview questions. Although the double translation processes were time consuming,
McGorry (2000) suggested that it was important to ensure that the questionnaire and semi
structured in-depth interview questions in the Thai and English versions were equivalent in
content and meaning.
5.2.6 Rules on Ethics and Confidentiality
The rules on ethical standards, privacy, and confidentiality, which Rea and Parker (2005)
recommended, were crucial considerations for the current study. Prior to data collection, the
researcher obtained approval from the Human Research Ethics Committee of Victoria
University and the Thai educational institutes involved in the study. During data collection,
the participants were fully informed of the study’s purpose and of the information that the
researcher sought to gather. As Mertens (2005) suggested, it is important for a researcher to
respect participants’ privacy, security and interests. Thus, participants were informed that
their information was confidential and that the information provided would only be used for
the purpose of the current study and would not be provided to other stakeholders (for
example, their work placement organisations or universities). This was to ensure that there
were no consequences for participating in the study. Participants were also assured that they
could withdraw from the study at anytime during the process.
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In summary, this section has endeavored to provide an overview of the research design,
methods and procedures that were used as a framework for conducting the current research.
The next section focuses on the quantitative study and discusses the research design, the
instruments used and the analysis techniques employed in the current research.
5.3 The Quantitative Study
Quantitative research has been defined as a research approach associated with “the use of
standardized measures so that the varying perspectives and experiences of people can fit into
a limited number of predetermined response categories to which numbers are assigned”
(Patton 2002, p. 14) and it emphasises “the measurement and analysis of causal relationships
between variables” (Ryan & Bernard 2000, p. 8). This section provides a more detailed
explanation of the quantitative study in the current research, covering the quantitative
research method, sampling strategy, data collection, monitoring data collection and data
analysis.
5.3.1 Quantitative Research Method
There are several approaches which can be used to collect quantitative data, such as self-
administered questionnaires, telephone questionnaires and online questionnaires. The choice
depends on various considerations, including the purpose and nature of the research, as well
as the research timeline and budget (Gray 2004).
The current study used self-administered questionnaires to collect quantitative data. Nardi
(2006) suggested that there are several advantages to using self-administered questionnaires
to collect quantitative data. These questionnaires can be distributed to a large number of
participants in one location, such as a classroom, which means that all participants can
complete the questionnaire under the same conditions and at their own speed and a higher
response rate can be achieved. It is also cost effective and less labour intensive for large
sample sizes.
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The questionnaire was used for two purposes. Firstly, it was used to collect three main types
of information for the quantitative data analysis: the demographic, behavioural and
attitudinal factors associated with the participants’ career decision-making. Secondly, it was
used to identify the participants who would be selected for the qualitative study. The
selection of questions emerged from the theoretical framework, which identified the factors
associated with career decision-making. These consisted of individual factors, for example
gender (Ladkin 2000), work motivation and job satisfaction (Lam et al. 2001), personality
(Stone & Ineson 1997), environmental factors, such as pay, working environment (Wong
2004) and job availability (Brien 2004). In addition, the questionnaire used two previously
validated career inventories: the Career Decision-Making Self-Efficacy Scale-Short Form or
CDMSE-SF (Betz et al. 1996) and the Career Anchors (Schein 1978), which were discussed
in the previous chapter. These career inventories were used to investigate factors associated
with tourism and hospitality students’ career decision-making process and related their
behavioural approaches to career decision-making and their career orientation, which were
seen as likely to subsequently influence their career decision-making process.
The questionnaire was designed to take approximately 10-15 minutes to complete.
Following Veal (2005), the questionnaires used two different measurement types, which
were considered appropriate for participants to answer: pre-closed questions, and scaling.
Pre-closed questions provided respondents with either a range of answers to choose from, or,
for some questions, they were asked to supply an answer. For example, respondents
provided their contact details if they were interested in participating in an interview.
Questions using likert scaling were used to measure factors associated with tourism and
hospitality students’ career decision-making. Nardi (2006) suggested that these
measurements–pre-closed questions and scaling–make it easier and quicker for participants
to complete the questionnaire and they are also easier to code for the quantitative data
analysis.
The questionnaire consisted of five sections (see Appendix A) and these are described in
some detail in the next paragraph. These were:
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An Introduction to the current study
Section A: Student’s demographic information
Section B: Factors associated with student’s career learning
Section C: Student’s career profile
Section D: Factors associated with student’s career interest
The questionnaire began with an introduction to the current study. It informed the
participants about the study and included a statement of the purpose of the study, any issues
concerning the participant (such as requirements for completing the questionnaire, ethics
rules and confidentiality).
Section A: The Students’ demographic information was designed to obtain descriptive
information and individual factors associated with tourism and hospitality students’ career
decision-making process. This section comprised mainly pre-closed questions.
Section B: Factors associated with student’s career learning section was designed to
identify the factors that influenced how participants develop their career interests in the
tourism and hospitality industry. Each question used a five point likert scale and asked the
participants to indicate their level of agreement or disagreement associated with a given
factor or statement.
Section C: The Students’ career profile was designed to obtain information on the
participants’ behavioural approach to career decision-making and how they perceived
themselves and their ideal career. This section used two previously validated career
inventories: the Career Decision-Making Self-Efficacy Scale-Short Form (CDMSE-SF) and
Schein’s Career Anchors. The Career Decision-Making Self-Efficacy Scale-Short Form
(CDMSE-SF) was developed by Betz, Klein, & Taylor (1996) and consists of 25 behavioural
statements measuring individuals’ beliefs and their confidence to complete different tasks
involved in career decision-making. The degree of confidence is expressed as a five point
range from ‘no confidence at all’ to ‘complete confidence’.
Schein’s Career Anchors was developed by Schein (1978) and consists of 22 attitudinal
statements measuring how individuals identify their ideal career. The participants were
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asked to indicate their views on given ideal career statements. On a nine-point scale, the
degree of agreement ranged from ‘strongly disagree’ to ‘strongly agree’.
Section D: Factors associated with students’ career decision-making was designed to
identify the factors that tourism and hospitality students perceived to be important for them
when selecting their job or career and which were likely to subsequently impact on their
decision to seek a career in the tourism and hospitality industry following graduation. This
question used a five-point likert scale, on which participants indicated the importance of
each factor.
To ensure this self-administered questionnaire provided quality data for the quantitative
study, the current study focused on three major aspects of developing a questionnaire
survey, as suggested by Balnaves and Caputi (2001). These were design, validity and
measuring questions. The questionnaire was designed in a way that made it easy for the
participants to complete it and provided clear information about the study and clear
instructions. The most important consideration in developing the questionnaire was the
selection of questions as the study aimed to identify the factors associated with participants’
career decision-making by incorporating factors that had been the subject of previous studies
and which were considered to influence tourism and hospitality employees and students.
Therefore, the researcher selected questions relevant to the aims of the study, allowing a
variety of factors associated with career decision-making to be identified and conclusions
drawn about the relationships between suggested factors (Balnaves & Caputi 2001).
In addition, the current study used pre-validated career inventory instruments. Mertens
(2005) argued that these instruments were developed in a Western context and therefore it
was recognised that the validity and reliability of these instruments may be problematic in
an Eastern context such as Thailand. Despite this criticism, previous studies using the
Career Decision-Making Self-Efficacy Scale-Short Form have been conducted with Chinese
high school students (Hampton 2006) and Schein’s Career Anchors have been used with
Malaysian graduates (Marshall & Bonner 2003). These studies indicated that the instruments
were also valid in an Eastern cultural context. It should also be noted that the current study
used these instruments as part of the theoretical career decision-making model to confirm
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whether a strategic approach to career decision-making and career orientation were
perceived to be important factors and whether these instruments were relevant to the
theoretical model. Thus, the Career Decision-Making Self-Efficacy Scale-Short Form and
Schein’s Career Anchors were considered theoretically relevant instruments for the current
study for both Thai and Australian students.
Prior to the completion of the questionnaire, the researcher asked six academic experts in
tourism and hospitality education, three Thais and three Australians, to review and comment
on the overall content and presentation of the questionnaire. This strategy ensured that the
design and construction of the questionnaire was relevant to the current study and suitable
for the participants (Creswell & Plano Clark 2007).
5.3.2 Data Collection
The timing and location of the data collection were crucial considerations for the study. The
questionnaires were distributed in three different locations: at two Thai universities located
in the North-Eastern region of Thailand and at one Australian university in Victoria. The
selected sample groups were either students who were in the process of applying for their
work-placement program or students who had just returned from their work-placement
program. This meant that data had to be collected at specific times each year. Inappropriate
timing at a location would have had a negative impact on the research timeline and sample
size.
The following procedures were used to collect data from tourism and hospitality students
who were applying for work-placement at the three universities. The researcher attended
several lectures and distributed questionnaires to those students who agreed to participate in
the study. These questionnaires were completed in the class. The researcher visited each
class twice so as to increase the response rate, as some students might have been absent on
the first visit.
To collect data from those tourism and hospitality students who had returned from work-
placement, the researcher distributed questionnaires to students in many different locations.
This was because many students chose to enroll in their work-placement as the final subject
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in their course. The returning Thai Arts students were required to submit their work-
placement portfolio at the faculty administration office within the first week of the semester
following completion of their work-placement program. As a result, the researcher
distributed the questionnaires from the faculty administration office during this week. For
the Thai Business students, the faculty held a one day seminar at which the returning
students presented their work-placement portfolio and information on their work-placement
experience. The researcher attended the seminar in the morning and asked students to
participate in the research. The questionnaires were distributed to those who agreed to
participate during their morning session break and the researcher waited to collect the
questionnaires during the day. At the Australian university, the researcher distributed the
questionnaire to participants during classes for the subjects in which most of the returning
students enrolled in prior to completion of their course. The researcher visited each of these
classes twice to increase the response rate and to obtain a satisfactory sample size.
5.3.3 Data Analysis
Prior to data analysis, the researcher implemented three major steps suggested by Kent
(2001). These were editing, coding and entering data into an analysis package. Editing was
used to ensure that the data obtained from the questionnaires was filled in by the target
participants and questionnaires appeared to have been fully and accurately completed. Each
valid questionnaire was then coded and the participants’ coded responses were keyed into
the selected analysis package, SPSS. The researcher finally checked the data file to ensure
that all the data had been keyed into SPSS accurately and was ready for analysis.
Crosstabulations and regression analysis were two important statistical techniques used in
this research. Crosstabulations was used to summarise the general characteristics of the
participants. This included the total number of participants, their gender and university and
the proportion of participants applying for and returning from work-placement. The
regression analysis was then conducted to identify factors associated with tourism and
hospitality students’ career decision-making process. This regression analysis sought to
answer the following research question–What are the factors that appear to influence the
career decision-making of tourism and hospitality students? To answer this research
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question, several hypotheses were proposed, as discussed in the previous chapter. These
were:
Factor 1: Individual factors (Gender and Age)
Gender:
H1 Gender is related positively to students’ career interest
H2 Gender is related negatively to students’ career interest
Age:
H1 Age is related positively to students’ career interest
H2 Age is related negatively to students’ career interest
Factor 2: Individuals’ Background Contextual Factors
H1 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related positively to students’ career
interest
H2 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related negatively to students’ career
interest
Factor 3: Learning Experiences
H1 Learning experiences is related positively to students’ career interest
H2 Learning experiences is related negatively to students’ career interest
Factor 4: Self-efficacy
H1 Self-efficacy will have a positive impact on students’ career interest
H2 Self-efficacy will have a negative impact on students’ career interest
Factor 5: Outcome Expectations
H1 Outcome expectations is related positively to students’ career interest
H2 Outcome expectations is related negatively to students’ career interest
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The statistical technique was selected because it seemed able to answer the research
questions, as it analyses “the relationship between a single, metric outcome variable and two
or more predictor variables” (Blaikie 2003, p. 146) and determine which predictors are
important and how they affect the response (Elliott & Woodward 2007). Therefore,
regression analysis helped to measure what factors (predictors) were important to the
tourism and hospitality students’ career decision-making, the way these factors were related
to career interests, and how they affected students’ decisions to seek a career in the tourism
and hospitality industry (outcome variable that depends on interrelationship between the
predictors).
5.4 The Qualitative Study
Qualitative research is defined as a research approach that investigates the constructed
nature of reality and emphasises the quality of entities, processes and meanings rather than
statistical measurement (Denzin & Lincoln 2000). The current study used the qualitative
study to explore the meaning of the factors associated with tourism and hospitality students’
career decision-making, which had been identified by the quantitative study. This research
approach was used to gain a more comprehensive understanding of the way in which the
selected cultural contexts, Thailand and Australia, impacted on tourism and hospitality
students’ career decision-making. This qualitative study is presented in three parts:
qualitative research method, data collection and data analysis.
5.4.1 Qualitative Research Method
Three common methods are used for qualitative data collection; interview, observation, and
written document (Patton 2002). Each of these techniques has advantages and
disadvantages. The current study used interviews to collect the qualitative data. Mertens
(2005) suggested that although conducting interviews can be time consuming, it allows a
full range and depth of information to be gathered about participants’ opinions, perceptions,
and experiences associated with their career decision-making.
Several types of interview can be conducted, for example internet interviews, group
interviews, consensus panels and telephone interviews (Minichiello, Aroni & Hays 2008).
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The current study used telephone interviews to collect the qualitative data. This was because
the participants for the interviews were either students who were returning to their university
for the final year of their course or students taking their work-placement as the final part of
their course. By the time the interviews took place, some students were already working or
had returned to their home towns and it would not have been practical to conduct face-to-
face interviews. Therefore, telephone interviews were considered the most appropriate tool
for this qualitative study because they could be conducted with participants who were at
different locations and participants could choose the time that best suited them for the
interview (Gray 2004). This was seen to likely have a positive impact on the sample size of
the qualitative study. In addition, the interview could be conducted with a number of
samples in a short time and was cost and time efficient (Minichiello et al. 2008).
The telephone interviews for the current study were semi structured in-depth interviews.
The interviews followed the normal research process and used several questions to ensure
that important issues were addressed (Mertens 2005). This semi structured in-depth
interview provided opportunities for the researcher to gain a better understanding of the
participants’ perceptions of a variety of factors. It indicated how they made their career
decisions and identified those factors that they perceived to have important implications for
their career decision-making behaviour.
A semi structured in-depth interview has been recognized as a useful method for collecting
qualitative data for several reasons (Flick 2009). It allows the researcher to reorder questions
during an interview to enable the participant to reflect or elaborate on their views. It also
allows the wording of questions to be flexible and the language level to be adjusted to suit
participants from different backgrounds. Finally, it provides an opportunity for the
researcher to clarify the meaning of the participants’ answers. Therefore, the semi structured
in-depth interview was an effective method for the current study and allowed the researcher
to be flexible in the wording of questions and the language level to suit students from
different degrees (Arts and Business) and cultural backgrounds (Thailand and Australia).
Consequently, this enhanced the quality of the information obtained.
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The questions used for the semi structured in-depth interview emerged from the theoretical
framework and were based on the social learning theory of Krumboltz (1979) and previous
studies of career decision-making. The questions were predominantly open questions,
although some were more structured. Structured, open-ended questions allow the
participants to answer on the basis of their knowledge and experiences (Flick 2009). For
example, “What are three most important factors for you when selecting a job and why?”
(see Appendix D: Question 8). The semi structured in-depth interviews were designed to
take approximately 30 minutes for each session but the actual length varied.
5.4.2 Data Collection
Previous studies suggested that tourism and hospitality students made their career decision
after completing the work-placement program (Jenkins 2001; Raybould & Wilkins 2005).
The qualitative study therefore used a combination of ‘purposeful’ and ‘stratified’ sampling
strategies to recruit participants for the semi structured in-depth interview. It was purposeful
because the target participants for the semi structured in-depth interviews were tourism and
hospitality students who had completed their work-placement. These students were selected
because it was considered important to interview students who had gained practical
knowledge and work experience in the tourism and hospitality industry and this may not
have been the case for students who had not yet undertaken their work-placement program.
It was considered that these students were the most suitable participants for the qualitative
study as they had developed knowledge and skills from working in the tourism and
hospitality industry. As a result, they were able to provide and elaborate on information
associated with the career decision-making of tourism and hospitality students.
Once the purposeful sampling process was completed, the researcher used stratified
sampling. Stratified sampling is a sampling strategy that assigns participants to different
subgroups by using specific criteria, when the participants for each subgroup are available
(Mertens 2005). The current study divided the purposeful sampling group into different
subgroups by following three criteria as indicated in Figure 5.2. The participants were first
segmented into two subgroups based upon whether or not they intended to seek a career in
the tourism and hospitality industry after graduation. Then participants from each of these
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two subgroups were divided according to their satisfaction with their work-placement. This
led to the creation of three subgroups. Participants from each of these three subgroups were
then segmented according to the positions they had during work-placement, for example
waiters/waitresses, front office attendants, housekeeping staff, kitchen staff and human
resources staff. This sampling strategy was used to provide in-depth information about the
way in which tourism and hospitality students, from a variety of learning and work
experience backgrounds, made career decisions.
Figure 5.2 Sampling strategies used to recruit participants for the qualitative study
After the participants had been categorised into the required subgroups, the researcher
arranged a suitable time for the telephone interviews. Note-taking was used to record the
information obtained from the interviews when they were carried out, and detailed notes
were made. Minichiello et al. (2008) suggested that note-taking is likely to make a
researcher listen more carefully to what an interviewee is saying in order to determine what
words, phrase or ideas should be recorded. It also allows the researcher to record tone and
speech patterns from the interview, which can help the researcher to clarify or recall the
meaning of words, phrases or ideas from the interviewee. One criticism of note-taking is
that it can be difficult for researchers to interact with interviewees while information is
being recorded during the interviews, so the researcher tried to ensure that rapport was
maintained during the interviews.
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5.4.3 Data Analysis
Prior to data analysis, the researcher used Creswell’s (2003) suggestions as a guideline for
data preparation. This involved organising, arranging, and having a general sense of the
information that had been collected. The researcher read through the interview record as
soon as each interview was completed, to ensure that information was written legibly. Later
the information was divided into three data sets: Thai Arts students, Thai Business students,
and Australian Business students. Then within each data set, the information was grouped
according to the positions that the participants had during the work-placement. The
researcher then read through all interviews to gather a general sense of the information from
each data set.
To analyse the qualitative data, the current study followed the principle of the content
analysis to provide guidelines and a systematic framework for analysis. Generally, content
analysis involves two major procedures: coding the data and constructing the relationship
amongst the coding data. Coding involves generating descriptions or categorising the data,
so that later the relationships between the coded data can be determined or constructed
(Creswell 2003), and hence qualitative data can be coded based on words, concepts,
sentences and themes (Minichiello et al. 2008). Next step is to construct the relationship
amongst the obtained coding data and make sense of the data. Ryan & Bernard (2000)
suggested that the construction of relationships of qualitative data should be based upon the
theoretical framework of the study. As a result, after the data coding, the researcher
constructed the relationships amongst the obtained coding data and made inferences based
on Lent, Brown and Hackett’s (1994) SCCT model and Krumboltz’s (1979) social learning
career theory. Content analysis has been described as a useful qualitative analysis technique
that can systematically and comprehensively generate a summary or overview of the data set
(Wilkinson 2004). Therefore, the current study followed the above content analysis
procedures to analyse the qualitative data and to provide a greater understanding of the
quantitative results.
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5.5 Conclusion
This chapter has provided an overview of the research design, methods and analysis which
were used to carry out the current study. The research design for the current study needed to
be able to address the central research questions, which were to investigate the factors that
drive tourism and hospitality students to seek a career in the tourism and hospitality
industry. The current study also sought to understand how these factors impact on the career
decision-making behaviour of tourism and hospitality students from different cultural
backgrounds, specifically Thai and Australian students. In investigating the research
questions, both a quantitative and qualitative study was conducted. The quantitative study
sought to identify factors associated with tourism and hospitality students’ career decision-
making, and the qualitative study provided explanations for the interrelationship of the
factors suggested by the quantitative study. These two approaches were used to provide a
better understanding of the tourism and hospitality students’ career decision-making when
seeking a career after graduation. The next chapter reports on the quantitative study and its
results.
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Chapter Six
The Quantitative Study: Results and Discussion
6.1 Introduction
As has been discussed in previous chapters, the broad aims of the current research were to
investigate what drives tourism and hospitality students’ career decision-making and to
better understand their career decision-making process. The research used both quantitative
and qualitative studies to achieve these aims. This chapter specifically reports on the
quantitative study which was used to identify the factors suggested by Lent, Brown and
Hackett’s (1994) social cognitive career theory–individual factors, individuals’ background
contextual factors, learning experiences, self-efficacy, outcome expectations and career
interest–to be important for their career decision-making process. It was anticipated that the
results from the quantitative study would determine which factors were perceived to play a
significant role in the students’ career decision-making process.
This chapter is divided into four parts. The first provides an overview of the data collection
and preparations for the quantitative data analysis. The following section provides
information about the questionnaire participants, including students’ demographic details,
work-placement information and career profiles. The third section presents the quantitative
results of the questionnaire survey. In this part, the findings of the initial analysis are
presented. These explored the major factors included in the study (i.e. gender, age, family
background, and career interest in the tourism and hospitality industry) impacted upon
students’ career decisions. The regression results were then presented and these identified
factors associated with career decision-making. The chapter concludes with a discussion of
the findings.
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6.2 Data Collection and Preparations for the Quantitative Data Analysis
The quantitative study used questionnaires to collect data. These questionnaires were
distributed in three different locations: at two Thai universities located in the North-Eastern
region of Thailand and at an Australian university located in Victoria, Australia. The
selected sample groups were either students who were soon to commence their work-
placement program or who had just returned from their work-placement program. This data
was only available at specific times each year. Timing and location of data collection were
therefore important considerations for the current study, as inappropriate timing at each
location could impact on the research timelines and size of the sample.
Generally, Thai tourism and hospitality students from the selected universities apply for
their work-placement at the end of their third academic year and undertake their work-
placement during summer school. They then return to their universities for the first semester
of their fourth academic year, which is the final year of the course. Alternatively, students
undertake their work-placement during the second semester of their fourth year and return to
their university to submit their work-placement report and complete their degree. The work-
placement period for Thai students was approximately three months. Students from the
Australian university can apply for their work-placement at the end of their second year or at
the end of their third year of study. Their work-placement is equivalent to two semesters of
study or ten months of work.
Table 6.1 indicates times and locations of data collection and the estimated total number of
targeted students from the three universities. The questionnaires were distributed to students
at their respective locations. Prior to distributing questionnaires, the researcher informed
students who the targeted participants were. This minimised the collection of unrelated
responses. After the participants received their questionnaires, the researcher was available
at the location to provide any assistance needed to complete the questionnaire.
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Table 6.1 Time and locations of data collection and the estimated total number of targeted
students
Participants LocationsTime of Academic
year
Estimated totalnumber of the targeted
students
Students applying forwork-placement
Thai Arts University February 250
Thai Business University January 125
Australian University October 260
Students returning fromthe work-placement
Thai Arts University June 300
Thai Business University February 140
Australian University March 226
Once the participants had completed the questionnaire, the researcher checked to ensure that
all questions had been answered. If questions were unanswered and time permitted,
participants were asked to complete these questions. The researcher also asked the students
who were potential participants for the semi structured in-depth interviews to provide
contact details (e-mail address or telephone contact number) on the questionnaire. In
addition, if participants had provided their telephone contact number and a questionnaire
was incomplete, the researcher contacted students and asked them if they would answer the
questionnaire over the telephone. These processes helped to ensure that the researcher
collected complete and satisfactory data. However, after the data collection schedule had
been completed, the researcher found that the number of Australian Business students was
relatively small compared with Thai Business and Thai Arts students. It was concluded that
this would impact on the quality of the quantitative data analysis. Therefore, the researcher
decided to increase the sample size of Australian students to a size that was large enough to
be representative of this student population.
Prior to the quantitative data analysis, the researcher ensured that the questionnaires had
been completed by the target participants and had been fully and accurately completed.
Each valid questionnaire was then coded, to allow the information collected to be transferred
into the analysis package. The coded participants’ responses were keyed into the selected
analysis package SPSS. The researcher finally checked the data file to ensure all data had
been keyed into SPSS accurately and was ready for analysis.
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6.3 An Overview of Tourism and Hospitality Students’ Profiles
Table 6.2 provides a summary of the number of questionnaires obtained from each target
university and indicates that a total of 818 questionnaires were obtained for the quantitative
data analysis. The table indicates that there were a similar proportion of Arts students (49%)
and Business students (51%). There were also a similar proportion of students who were
applying for work-placement (52%) and students returning from work-placement (48%).
Thai Arts students formed the largest proportion of students in the study, but combining
Thai Business (27%) and Australian Business students (24%) gave similar proportions of
Arts and Business students. One likely reason for a higher number of completed
questionnaires from Thai Arts students is that more students were enrolled at that particular
university. At the time the researcher distributed questionnaires, she was informed by the
academic co-ordinator for the students’ work-placement program that there were
approximately 250 students eligible to apply for work-placement and approximately 300
students who had returned from work-placement. At the Thai Business university, the
researcher was informed that the course had an intake of approximately 120-130 students
each academic year.
At the Australian Business university, enrollments were also smaller, although at the time
the researcher distributed the questionnaires she was unable to obtain precise numbers of
students of work-placement status. However, based on the number of the Australian
Business students that applied for work-placement, as reported over the previous five years,
the university had approximately 130 students applying for work-placement and
approximately 113 students returning from work-placement each semester. The researcher
ensured a satisfactory sample size of Australian Business students by distributing the
questionnaires in a class that the target students enrolled in prior to work-placement or
following their work-placement. Due to the constraints of the data collection timelines, the
total number of questionnaires obtained from Australian Business students was considered a
satisfactory proportion of the total population, although it was less representative of the
population than the data from Thai Arts students. It had a similar response rate to the Thai
Business students.
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Table 6.2 A summary of the number of questionnaires and response rates obtained from the
target universities
Students' work-placement statusThai ArtsUniversity
ThaiBusiness
University
AustralianBusiness
University Total (%)
Applying for work-placement 194 110 125 429 52
Response rates (%) 77 85 48
Returning from work-placement 206 113 70 389 48
Response rates (%) 69 87 31
Total 400 223 195 818 100
(%) 49 27 24 100
It should also be noted that while eligible students from the target universities could apply
for the work-placement program, not all students were able to find a workplace to undertake
their program. These students were required to apply for the work-placement program again
in the following semester (for Thai students) or in the final year of their course (for
Australian students). The total number of students returning from work-placement was,
therefore, likely to be either a similar proportion or slightly less than the proportion of
students who were applying for the work-placement program at the time the researcher
collected the data.
6.3.1 Students’ Demographic Information
Table 6.3 provides an overview of the relevant demographic information for the three
groups of students, including gender, age, background qualifications and family background
in the tourism and hospitality industry. Table 6.3 shows that most students were female
(82%) and only about one fifth were male. The age range of students was from 19 to 39
years, however most students were 21 years (41%) followed by 22 years (32%) and 20 years
(10%). A wider age range was found amongst Australian Business students, with four
students aged between 27 and 30 years and two students over 31 years. No Thai students
were in these older age ranges. Table 6.3 also shows that most students enrolled in a tourism
and hospitality course with high school qualifications (82%), followed by a small number
with either a completed diploma in tourism and hospitality (8%), or a diploma in another
course (5%), for example marketing, human resource management, business management or
international trade. A small number had another qualification (4%), which was mainly a
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bachelor degree in another discipline. Table 6.3 also shows that the majority of Thai
students entered the course with high school qualifications (n=623, 83%), whereas half of
the Australian students entered the course with a diploma (n=195, 50%). This reflects
differences in the educational pathways into a tourism and hospitality course in the Thai and
Australian contexts. In regard to family background, the majority of students (86%) were
from non tourism and hospitality industry family backgrounds. However, for approximately
one fifth of students, one or both parents were employed in the industry. More Australian
Business students had parents working in the industry (n=195, 26%), followed by Thai Arts
students (n=400, 13%) and Thai Business students (n=223, 9%) respectively.
Table 6.3 Students’ demographic information
ProfilesThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
Gender (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Male 71 17.8 34 15.2 45 23.1 150 18.3Female 328 82 189 84.8 150 76.9 667 81.5
*1 questionnaire unanswered (0.1%)
Age (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
19 years 0 0 0 0 27 13.8 27 3.320 years 29 7.3 16 7.2 37 19 82 10
21years 209 52.3 86 38.6 40 20.5 335 4122 years 140 35 88 39.5 30 15.4 258 31.523 years 13 3.3 27 12.1 17 8.7 57 7
24 years 1 0.3 4 1.8 14 7.2 19 2.325 years 2 0.5 1 0.4 9 4.6 12 1.526 years 0 0 0 0 6 3.1 6 0.7
27-39 years 0 0 0 0 16 8.2 16 2
* 10 questionnaires unanswered (1%)
Background Qualifications (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
High school 307 76.8 211 94.6 89 45.6 670 81.9
Diploma in Tourism or/ and Hospitality 3 0.8 0 0 64 32.8 67 8.2
Diploma in other courses 1 0.3 3 1.3 33 16.9 37 4.5
Other qualifications 22 5.5 6 2.7 5 2.6 33 4*11 questionnaires unanswered (1.3%)
Family background in Tourism andhospitality industry (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Both parents employed in the industry 18 4.5 7 3.1 24 12.3 49 6
Father or mother employed in the industry 23 5.8 13 5.8 26 13.3 62 7.6
No parents employed in the industry 354 88.5 203 91 143 73.3 700 85.6
*7 questionnaires unanswered (0.9%)
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Table 6.3, therefore, suggests that students came from a variety of different backgrounds in
terms of their age, qualifications and family background, although some groups were more
homogeneous than others. For example, the majority of Thai Arts and Thai Business
students were 21-22 year-old, and entered the course with high school qualifications.
Australian students, however, varied more in terms of age range (19 to more than 30 years)
and they entered the course with either high school or diploma qualifications.
6.3.2 Students’ Work-placement Information
A total of 818 students participated in the quantitative study, of which 389 students had
returned from their work-placement program. These students worked in 11 different types
of tourism and hospitality operations (see Appendix C: Table 6.1) including hotels, resorts,
travel and airline operations and foodservice operations. Most students worked in hotel
operations (46%) followed by resorts (30%) and travel agent and tour operations (8%)
respectively. Approximately five students (1%) worked in positions unrelated to the tourism
and hospitality industry.
Interestingly, while most students across the target universities worked in the hotel
operations, there were some differences in terms of the type of business operations that Thai
and Australian students worked in. For example, approximately one third of Thai Arts and
Thai Business students (n=319, 36%) worked in the resort hotel sector, whereas there were
no Australian students who worked in this sector. Furthermore, approximately one fifth of
the Australian students worked in event and convention management, clubs and
entertainment and foodservice businesses, but neither Thai Arts nor Thai Business students
worked in these sectors. These findings seem to indicate the variety of tourism and
hospitality operations available in different locations.
The results also indicate that students occupied a wide range of different positions during
their work-placement program (see Appendix C: Table 6.2) including waiter/waitress, front
office staff, housekeeping staff, event coordinator, airline ground service staff,
administration staff, guest relation staff, tour coordinator and restaurant manager. The
survey responses show that the majority of students had operational level jobs (n=389, 98%)
and only four students worked at a managerial level. The results also indicated that all
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students in managerial level positions were Australian students and all Thai students worked
in operational level positions only. These findings suggest that some tourism and hospitality
workplaces in Australia provided students with opportunities to work at both an operational
and managerial level during their work-placement program. These opportunities, however,
appeared to be associated with students’ previous work experience because those students
who held a management position had been working in the organisation for some time and
had been promoted to a managerial position before they applied for their work-placement
program.
The survey also explored students’ work-placement satisfaction (see Appendix C: Table 6.3)
and found that the majority of students across the target universities were satisfied with their
work-placement experience (n=389, 87%). Among the Thai Arts students in particular,
work-placement satisfaction was exceptionally high, as 193 out of 206 students (93.7%)
expressed that they were satisfied with their work experience. Although Thai Business
students were less satisfied, it was still a positive experience for the majority of students
(n=113, 79%) and similar results were found amongst Australian Business students (n=70,
81%). Interestingly, while Thai Arts students expressed a high rate of work-placement
satisfaction, the Thai Business and Australian Business students had a similar proportion of
those who were neither satisfied nor dissatisfied with their work experience–Thai Business
students (n=113, 18%) and Australian Business students (n=70, 13%), and students who
were dissatisfied with their work experience–Thai Business students (n=113, 3%) and
Australian Business students (n=70, 4%).
6.3.3 Students’ Career Profiles
The questionnaire sought information on a range of relevant background factors associated
with students’ career decisions (see Appendix C: Table 6.4). These factors included
academic performance, work experience, students’ perceptions of a career in the industry
and their career interest in the industry. The survey found that the majority of students
appeared to perform well academically. Approximately half of the students (n=389) held
distinction grades; one third of students held a credit grade and a small proportion of
students held higher distinction (5%) and pass grades (3%) respectively. The survey also
106
indicated that a similar proportion of students had relevant work experience in the tourism
and hospitality industry (n=818, 56%) as those who had no work experience in the industry
or no work experience at all (n= 818, 42%). The survey suggested that the majority of
students across the target universities had some type of work experience relevant to the
tourism and hospitality industry, particularly the Australian Business students (n=195, 83%),
followed by Thai Business students (n=223, 13%). Whereas, the majority of students with
no work experience (n=400, 49%) were Thai Arts students, followed by Thai Business
students (n=223, 28%). In addition to students’ academic performance and work experience
information, the survey also asked students about their perceptions of the tourism and
hospitality industry. The survey revealed that about two thirds of students (n=818, 73%)
indicated that what they learned during the course had changed their perceptions of the
tourism and hospitality industry from what they had expected when they commenced their
course. The reasons for these findings are explored in the qualitative study discussed in the
next chapter. The survey also explored which career paths in the tourism and hospitality
industry students were interested in and found that food and beverage (27.6%), travel
businesses (i.e. airlines, travel agencies, tour operators: 20%), front office (17%), event and
conventions (7.8%) and human resources (6.8%) were the most popular areas that students
sought to work in. However, Thai and Australian students ranked their top three career
paths differently. While food and beverage, travel businesses and front office, respectively,
were the three most popular areas for Thai Arts and Thai Business students, events and
conventions, front office and travel businesses, respectively, were the three most popular
areas among Australian Business students.
6.3.4 Summary
This section has provided an overview of students’ background information that is
associated with the major factors suggested by previous studies to have an impact on
individuals’ career decisions. These included gender, age, family background in the tourism
and hospitality industry, work experience, academic performance and students’ perceptions
of a career and career path in the industry. This information shows that the students
participating in the study came from a range of backgrounds in terms of their family
background, academic performance, work experiences and career interest in the industry.
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6.4 The Quantitative Results: Identification of Factors Associated withStudents’ Career Decision-Making Process
This section summarises the quantitative results, which are presented in two parts. The first
part reports on the crosstabulations used to explore students’ career decisions. These were
associated with a variety of factors that had been suggested by previous research to play an
important role in students’ career decision-making process, for example gender, age and
family background. The later part presents the regression analysis, which was used to
identify the factors associated with students’ career decision-making process, based on Lent,
Brown and Hackett’s (1994) social cognitive career theory.
6.4.1 Exploring Students’ Career Decisions
This section explores the general views of students in regard to their career decision making
in the industry. The analyses involved crosstabulations associated with the major factors
included in the study. These were gender, age, family background, students’ academic
performance, students’ learning experience and students’ career interests in the industry. It
was anticipated that the findings would provide information on the factors associated with
students’ career decision-making and provide a better understanding of the regression
analysis results, as presented in the later section.
The first set of analysis explored the decisions of students across the target universities to
seek a career in the tourism and hospitality industry. Table 6.4 presents the results and
indicates that the majority of students (n=818, 81%) intended to start a career in the industry
following graduation. This proportion was exceptionally high amongst Thai Arts students
(n=400, 91%) and Australian Business students (n=195, 92%), followed by Thai Business
students (n=223, 80%). These findings appeared to suggest that the tourism and hospitality
students regarded a career in the industry as their first choice after graduation.
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Table 6.4 Students’ decision to seek a career in the industry
Seek a career in the industryThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Yes 365 91.3 178 79.8 179 91.8 722 88.3
No 13 3.3 42 18.8 15 7.7 70 8.6
*26 questionnaires unanswered (3.2%)
Table 6.5 shows the relationship between gender and age and students’ career decisions.
Table 6.5 indicates similar career intentions towards the industry amongst male and female
students and across all age groups. The findings indicated that both male (n=145, 91%) and
female (n=646, 91%) students had exceptionally strong career intentions towards the
industry. The majority of students in each age group also indicated their desire to seek a
career in the industry. The findings, however, appeared to suggest that younger students (19
- 22 years) had stronger career intentions towards the industry than the small number of
older students included in this research. These findings are discussed in more detail later in
this chapter.
Table 6.5 Students’ career decisions associated with gender and age
Factors Decision to seek a career in the industry
Gender (n=818) Yes (%) No (%) Total (%)
Male (n=150) 132 91 13 9 145 17.7Female (n=667) 589 91.2 57 8.8 646 79
Total 721 88.1 70 8.6 791 96.7*27 questionnaires unanswered (3.3%)
Age (n=818) Yes (%) No (%) Total (%)
19 years 26 100 0 0 26 3.220 years 76 93.8 5 6.2 81 9.9
21years 293 91 29 9 322 39.4
22 years 228 91.9 20 8.1 248 30.3
23 years 46 82.1 10 17.9 56 6.8
24 years 17 89.5 2 10.5 19 2.3
25 years 11 91.7 1 8.3 12 1.5
26 years 5 83.3 1 16.7 6 0.727-39 years 12 85.7 2 14.3 14 1.7
Total 714 87.3 70 8.6 784 95.8
*34 questionnaires unanswered (4.2%)
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Table 6.6 presents the relationship between students’ family background in the tourism and
hospitality industry and students’ career decisions. Table 6.6 indicates that there was a high
intention to seek a career in the industry among students whose parents (n= 47, 94%), or
father or mother (n=62, 94%) had worked in the industry. These findings appeared to
suggest that having a family background in the industry was likely to have a positive impact
on students’ career decision-making in the industry. The impact of family background on
students’ career interest in the industry will be further investigated by the qualitative study.
The findings also indicated strong career intention among students to seek a career in the
industry irrespective of whether they had family connections to the industry. The qualitative
study will also investigate these findings to explore in more depth the variety of factors
associated with students’ career decision-making in the industry. The results of the
qualitative study are presented in the next chapter.
Table 6.6 Students’ career decisions associated with family background
Family background Career Decision for a career in the industry
Yes (%) No (%) Total (%)
Both parents employed in the industry (n=47) 44 93.6 3 6.4 47 5.7
Father or mother employed in the industry (n=62) 58 93.5 4 6.5 62 7.6
Parents not employed in the industry (n=676) 613 90.7 63 9.3 676 82.6
Total 715 87.4 70 8.6 785 96
*33 questionnaires unanswered (4%)
Table 6.7 presents students’ career decisions according to their academic performance. It
indicates that the majority of students from each academic performance group were intent on
pursuing a career in the industry (all groups above 80%). However, these findings suggest a
positive relationship between students’ academic performance and their decision to pursue a
career in the industry, as the results revealed that the highest proportion of students who
intended to seek a career in the industry were students achieving high distinction grades
(n=38, 97%), followed by distinction grades (n=410, 92%), credit grades (n=285, 90%) and
pass (n=24, 83%) respectively.
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Table 6.7 Students’ career decisions according to academic performance
Academic performance Decision to seek a career in the industry
Yes (%) No (%) Total (%)
Pass (50-59%) (n=24) 20 83.3 4 16.7 24 2.9
Credit (60-69%) (n=285) 255 89.5 30 10.5 285 34.8
Distinction (70-79%) (n=410) 377 92 33 8 410 50.1
High Distinction (80% up) (n=38) 37 97.4 1 2.6 38 4.6Total 689 91 68 9 757 92.5
*61 questionnaires unanswered (7.5%)
Table 6.8 shows the relationship between students’ decisions to seek a career in the tourism
and hospitality industry after graduation and their satisfaction with their work-placement
program. Table 6.8 indicates that the majority of students were satisfied with their work-
placement program (n=389, 83%). There was an exceptionally strong intention to seek a
career in the industry amongst students who were satisfied with their work-placement
program (n=323, 93%). The findings also indicate relatively strong career intentions towards
the industry among students who reported being neither satisfied nor dissatisfied (n=36,
61%) and dissatisfied (n=9, 67%). These findings, therefore, suggest that students who were
satisfied with their work-placement program were highly likely to continue their career in
the industry after graduation (93%). Students who were dissatisfied with their work-
placement were less strongly committed to the industry but many (67%) still sought a career
within the industry after graduation. The impact of work-placement satisfaction on students’
career decisions will be further explored in the qualitative study in the next chapter.
Table 6.8 Students’ career decision associated with work-placement satisfaction
Work-placement satisfaction Decision to seek a career in the industry
Yes (%) No (%)Total
(n=389) (%)
Satisfied (n=323) 300 92.9 17 5.3 323 83
Neither satisfied nor dissatisfied (n=36) 22 61.1 14 38.9 36 9.3
Dissatisfied (n=9) 6 66.7 3 33.3 9 2.3Total 328 84.3 34 8.7 368 94.6
*21 questionnaires unanswered (5.4%)
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Table 6.9 summarises the relationship between students’ career decisions to enter the
industry and the nature of their work experiences. Table 6.9 indicates that most students
who had industry related work experience (n=441, 91.6%) or unrelated work experience
(n=70, 92.9%) intended to seek a career in the industry. Many students who had no work
experience (n=280, 91.1%) also intended to seek a career in the industry after graduation.
These findings suggest that in this study, students who had not had previous work
experiences were still committed to seek a career in the industry. Although there were strong
career intentions among students who had work experience, students without previous work
experience also indicated strong career intentions. These findings indicate that students with
no work experience make their career decisions based on factors other than work
experience. The qualitative findings are presented in the next chapter, which further
investigated the impact of work experience on students’ career decision-making, as well as
other factors students perceive to influence their career decision-making.
Table 6.9 Students’ career decisions associated with work experience
Work experience Decision to seek a career in the industry
Yes (%) No (%)Total
(n=818) (%)
Work experience related tourism and hospitalityindustry (n=441) 404 91.6 37 8.39 441 53.9
Work experiences unrelated tourism and hospitalityindustry (n=70) 65 92.9 5 7.1 70 8.6
No work experience at all (n=280) 255 91.1 25 8.9 280 34.2
Total 724 88.5 67 8.2 791 96.7
*27 questionnaires unanswered (3.3%)
This section has explored the association between a student’s decision to seek a career in the
tourism and hospitality industry and gender, age, family background and work experiences.
In addition to these factors, and as suggested by the literature, the decision to enter the
tourism and hospitality industry is also likely to be influenced by a match between gender
and job or career. Students were therefore asked to identify a career path in the industry that
they would be interested in.
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Table 6.10 shows the relationship between students’ career interests and gender. Table 6.10
reveals that the most popular career paths were food and beverage (28%), travel businesses
(20%) and front office (17%) respectively. It also indicates that food and beverage was the
most popular career path selected by male students (n=150, 32%) and female (n=667, 27%)
students. Male and female students expressed different interests in three career paths: front
office, travel businesses, event and conventions, human resources and marketing. The
findings suggested that female students (n=647) were more interested in front office (19%)
and events and conventions (8.5%) than were male students (n=150, front office 8%; event
and convention 5%). Whereas, male students (n=150) were more interested in a career in
travel (23%), human resources (9%) and marketing (7%) than were female students (n=647,
travel businesses 19%; human resources 6%; marketing 5.5%). The relationship between
gender and career interests in the industry will be further explored in the qualitative study.
Table 6.10 Relationship between students’ career interest and gender
Career interestsGender
Male Female Total
(n=150) (%) (n=667) (%) (n=818) (%)
Food and Beverage 48 32 178 26.7 226 27.7
Travel Businesses 34 22.7 129 19.3 163 20
Front Office 12 8 127 19 139 17
Event and Conventions 7 4.7 57 8.5 64 7.8
Human Resource 14 9.3 42 6.3 56 6.9
Marketing 10 6.7 37 5.5 47 5.8
Housekeeping 4 2.7 20 3 24 2.9
Others 14 9.3 57 8.5 71 8.7
Total 143 17.5 647 79.2 790 96.7
*28 questionnaires unanswered (3.3%)
In summary, this section indicated that the majority of students reported that they intended
to seek a career in the industry after graduation. It also explored the factors associated with
students’ decisions to seek a career in the industry, such as gender, age, family background
and work-placement programs. The next section presents the results identifying the factors
associated with students’ career decision-making process.
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6.4.2 Factors Associated with Students’ Career Decision-Making Process
The previous section used crosstabulations to explore the associations between students’
decisions to seek a career in tourism and hospitality industry and the major factors included
in the current study. In this section, regression analysis was employed to identify factors
that predicted career decision-making of Thai and Australian tourism and hospitality
students based on Lent, Brown and Hackett’s (1994) social cognitive career theory.
According to this theory, the career decision-making process is associated with six major
factors: individual factors (gender and age), individuals’ background contextual factors,
learning experiences, self-efficacy, outcome expectations and career interest. Career
interest is likely to predict individuals’ career decision-making. Therefore, this quantitative
study primarily investigated the factors (gender, age, individuals’ background contextual
factors, learning experiences, self-efficacy and outcome expectations) that predicted
students’ career interest. The relationship between career interest and career decision-
making will be investigated in the qualitative study in the following chapter.
Regression analysis was used to investigate the following hypotheses associated with
students’ career interest (Factor 6: Career Interest). The development of these hypotheses
was discussed in Chapter Four: Theoretical Framework.
Factor 1: Individual factors (Gender and Age)
Gender:
H1 Gender is related positively to students’ career interest
H2 Gender is related negatively to students’ career interest
Age:
H1 Age is related positively to students’ career interest
H2 Age is related negatively to students’ career interest
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Factor 2: Individuals’ background Contextual Factors
H1 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related positively to students’ career
interest
H2 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related negatively to students’ career
interest
Factor 3: Learning Experiences
H1 Learning experiences are related positively to students’ career interest
H2 Learning experiences are related negatively to students’ career interest
Factor 4: Self-efficacy
H1 Self-efficacy will have a positive impact on students’ career interest
H2 Self-efficacy will have a negative impact on students’ career interest
Factor 5: Outcome Expectations
H1 Outcome expectations is related positively to students’ career interest
H2 Outcome expectations is related negatively to students’ career interest
The following variables were used in the regression analysis:
Dependent variable
Career Interest: A set of variables measured by the question “Please rate each of the
following factors in terms of their importance to your job”. This question consisted
of 16 items which included, for example, “Job that fits my personality, abilities and
interests”, “job that provides for my financial need”, “nature of the job” and “career
prospects/ advancement”. These items were coded on a scale ranging from 1 = not
important at all to 5 = very important (See Appendix A: Question 15).
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Independent variables
Gender: This variable was coded as a dummy.
Age: This was measured as a continuous variable collected directly from
respondents.
Individuals’ background contextual factors: A set of variables measured by the
survey question “What motivated you to enrol in a tourism and hospitality course?”.
There were 12 items in this question which included, for example, “Your Tertiary
Entry Rank (TER)”, “family”, “the industry profile reported by the media” and
“availability of jobs in the industry”. These items were coded on a scale ranging
from 1 = not important at all to 5 = very important (see Appendix A: Question 8).
Learning Experiences: A set of variables measured by the survey question
“Please rate each of the following factors that have had a positive impact on your
study”. There were 10 items in this question which included, for example, “your
academic performance”, “career ambitions”, “learning/teaching environment” and
“work experience in the industry”. These items were coded on a scale ranging from
1 = not at all positive to 5 = very positive (see Appendix A: Question 10).
Self-efficacy: A set of variables measured by the ‘Career Decision-Making Self-
Efficacy Scale-Short Form’ (Betz, Klein, & Taylor 1996), a pre-validated instrument
as discussed in ‘Chapter Four’. There were 25 items in this question which include,
for example, “choose a career that will fit your preferred lifestyle”, “change careers
if you did not like your first choice”, “decide what you value most in an occupation”
and “determine the steps you need to take to successfully attain your chosen career”.
The items were coded on a scale ranging from 1 = not confident at all to 5 =
complete confidence (see Appendix A: Section C).
Outcome expectations: A set of variables measured by the ‘Career Anchors’
inventory (Schein 1978), a pre-validated instrument discussed in ‘Chapter Four’.
There were 22 items in this question which included, for example, “my career goal is
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to be in a position that requires making decisions that affect many people”, “my idea
of a career is one that allows me the freedom to do a job on my own way and in my
own time”, “the security and stability of a job are more important to me than
freedom and autonomy” and “financial and employment security are of primary
importance in my career decisions”. These items were coded on a scale ranging
from 1 = strongly disagree to 9 = strongly agree (see Appendix A: Section C).
Prior to the regression analysis, preliminary analyses were undertaken to provide the basic
characteristics of the current data set and ensure internal consistency (Heppner & Heppner
2004). Table 6.11 presents the construct means, standard deviation and reliability of five
major variables–individuals’ background contextual factors, learning experiences, self-
efficacy, outcome expectations and career interest. Table 6.11 suggests that students rated
individuals’ background contextual factors (M=3.974) and career interest (M=4.172) as
important. They also rated learning experiences to have a positive impact on their study
(M=3.861). In addition, students generally felt that they had the confidence to make career
decisions as they rated their self-efficacy towards being confident (M=3.667). These
findings appeared to suggest individuals’ background contextual factors, learning
experiences, self-efficacy and career interest were likely to have a significant impact on
students’ career decisions. Despite that students rated positively on individuals’ background
contextual factors, learning experiences, self-efficacy and career interest, they rated their
outcome expectations to be negative, as they generally disagreed on the statements
associated with the career expectations identified by the career anchors (M=4.180).
Table 6.11 Construct Means, Standard Deviation and Reliability
Variable Mean Variance Cronbach's Alpha
Individuals’ background contextual factors 3.974 0.1673 0.811
Learning experiences 3.861 0.2097 0.791
Self-efficacy 3.667 0.2889 0.793
Outcome expectations 4.18 0.4381 0.89
Career interest 4.172 0.1549 0.792
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Table 6.11 also provides levels of internal consistency of the current data. The Cronbach's
Alpha coefficients yielded values ranging from 0.70 to 0.80 for all variables. These alpha
coefficients are considered to show adequate reliability (Heppner & Heppner 2004; Kent
2001).
Table 6.12 presents the results from the regression analysis. The table includes the
coefficient, standard errors and the T-statistics for each of the model variables. The results
show that gender, individuals’ background contextual factors, learning experiences and self-
efficacy have a significant impact on students’ career interest, whereas age and outcome
expectations have no significant impact on students’ career interest. The findings also
suggest that learning experiences were perceived to have the most significant impact and
outcome expectations had the least impact on students’ career interest in the industry. These
findings will be explored further in the discussion later in this chapter. How these factors
interact and impact on students’ career decision-making will also be explored in the
qualitative study presented in the following chapter.
Table 6.12 Regression Results
Dependent Variable: Career InterestVariable Coefficient Standard Errors T-Statistics
Intercept 14.3249 1.6154 8.8676 **Gender -0.8692 0.3851 -2.257**Age 0.0236 0.057 0.4144Individuals’ backgroundcontextual factors 0.2089 0.0415 5.0337**Learning experiences 0.2211 0.0292 7.5643**Self-efficacy 0.1292 0.046 2.8077**Outcome Expectations -0.0013 0.0006 -1.6493
** Statistically significant at the 5% confidence level
Based on the results presented in Table 6.12, the quantitative study supported most
hypotheses underpinning the current study but indicated that age and outcome expectations
did not predict career interest. As indicated, the following are concluded from the
quantitative analysis.
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Factor 1: Individual factors (Gender and Age)
Gender:
H1 Gender is related positively to students’ career interest
H2 Gender is related negatively to students’ career interest
The finding indicated that difference in gender affect students’ career interest (T= -2.257,
p<0.05). Therefore, H2 Gender is related negatively to students’ career interest was
accepted.
Age:
H1 Age is related positively to students’ career interest
H2 Age is related negatively to students’ career interest
This factor was hypothesised, that age is related to students’ career interest either positive or
negatively, was rejected as the results indicated that age were found to have no effect on
students’ career interest (T=0.4144, p>0.05).
Factor 2: Individuals’ background Contextual Factors
H1 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related positively to students’ career
interest
H2 Individuals’ background contextual factors (i.e. family, friends, school teachers,
cultural values, industry image etc.) are related negatively to students’ career
interest
The results showed that higher levels of support students received from their background
contextual factors led to a higher level of career interest in the industry (T=5.0337, p<0.05).
Therefore, H1 Individuals’ background contextual factors are related positively to students’
career interest was accepted.
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Factor 3: Learning Experiences
H1 Learning experiences is related positively to students’ career interest
H2 Learning experiences is related negatively to students’ career interest
The results indicated that higher levels of learning experiences valued by students led to a
higher level of career interest in the industry (T=7.5643, p<0.05), which. Therefore, H1
Learning experiences are related positively to students’ career interest was accepted.
Factor 4: Self-efficacy
H1 Self-efficacy will have a positive impact on students’ career interest
H2 Self-efficacy will have a negative impact on students’ career interest
The findings indicated that higher levels of students’ self-efficacy led to a higher level of
career interest in the industry (T=2.8077, p<0.05). Therefore, H1 Self-efficacy will have a
positive impact on students’ career interest was accepted.
Factor 5: Outcome Expectations
H1 Outcome expectations is related positively to students’ career interest
H2 Outcome expectations is related negatively to students’ career interest
This hypothesis, outcome expectations (students’ career expectations) is related to students’
career interest, was rejected as the results indicated that outcome expectations were found to
have no effect on students’ career interest (T= -1.6493, p>0.05).
6.4.3 Summary
This section presented the quantitative analysis and results. It began by exploring career
decision-making in the tourism and hospitality industry among Thai and Australian students.
The results indicated that the majority of Thai and Australian students intended to seek a
career in the industry after graduation. It also explored whether students’ career decision-
making was associated with the major factors included in the current study, for example,
gender, family background, and work experience. This was used to provide a relevant
background of students’ career decision-making. Later, the regression results were
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presented which identified factors predicting students’ career interest in the industry. The
findings indicated that students’ career interest was likely to be influenced by gender,
individuals’ background contextual factors, learning experiences and self-efficacy. Age and
outcome expectations were, however, found to have no significant impact on students’
career interest. The next section discusses these findings.
6.5 Discussion
This study investigated what drives tourism and hospitality students’ career decision-making
and sought to better understand their career decision-making process. The chapter identified
which of the factors suggested by social cognitive career theory–individual factors (gender
and age), individuals’ background contextual factors, learning experiences, self-efficacy and
outcome expectations–influenced students’ career interest in the industry. The results of the
main analysis suggested that the factors impacted differently on students’ career interest.
6.5.1 Individual factors (Gender and Age)
The results indicated, as anticipated, that gender impacted on career decision-making among
Thai and Australian students. This finding supports previous research findings into the
impact of gender on the career decisions of male and female employees in the tourism and
hospitality industry.
Previous studies investigating the relationship between gender and a career in the tourism
and hospitality industry suggested that gender had a significant impact on career
opportunities in the industry, particularly in the hotel sector. For example, Anafarta and
Cizel (2003) found that male employees were perceived to have better career opportunities
in the industry than female employees. Huffman and Torres (2001) also found that men
were more likely to advance their careers to senior management levels, whereas women
were promoted predominantly to middle management levels and not beyond. In the
hospitality sector in Scotland, Harper, Brown and Irvine (2005) found that almost 85 per
cent of general hotel managers were men. Previous studies also suggest that management in
hotels appears to have stereotypical views of appropriate types of work for male and female
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employees. For example, men were seen to suit jobs in food and beverage (Wood 1997) and
women were seen to be better suited to jobs in front office (Ladkin & Juwaheer 2000).
The results presented in Table 6.10 support the previous findings that explored the
relationship between students’ career interest and gender. There is some support for the fact
that stereotypical views of appropriate work for men and women exists, but this is less
pronounced than in previous studies. Thus, Table 6.10 indicates that more male students
were interested in food and beverage (32%) but many female students (27%) were also
interested in food and beverage. More significant gender differences were evident in regard
to front office, with many more female students interested in front office jobs (19%) than
male students (8%). These findings provide some support for previous studies that suggest
that gender influences job selection among students, although food and beverage jobs now
appear to be seen by a significant minority of female students as an attractive option. As the
research indicates, gender can have a significant impact on career paths and opportunities
among male and female employees in the industry. It seems likely that some students are
aware of these issues and take gender into consideration when making their career decisions.
The findings indicated that age did not predict students’ career interest in the tourism and
hospitality industry. There are a number of possible explanations for this, which are related
to the age range of the participants in this study and the nature of the industry. Martin and
Gardiner (2007) and Magd (2003), who investigated the relationship between age and career
in the hospitality sector among employees in the UK and Scotland, suggested that the
industry was seen to be a young person’s workplace. Martin and Gardiner (2007) found that
young people make up approximately 80 per cent of the hospitality workforce in the UK.
The suggestion that hospitality is a young person’s industry is endorsed by Magd’s (2003)
research, which found that career opportunities for older employees (55+ years), in Scotland
appeared to be limited, as some managers indicated they were reluctant to employ older
employees.
The current study provides some support for the findings of the two earlier studies, and
indicates that the industry is perceived to be suited to young employees. The quantitative
data indicated that the majority of students participating in the questionnaire survey (n=818)
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were between 21 years (41%) and 22 years (32%). Therefore, the majority of students were
aged between 21 and 22 years, and too few older students were represented in the sample for
age to have a negative impact on their career interest. The relationship between students’
career interest and age is presented in Table 6.5. These findings suggest strong career
intentions among students aged between 19 and 22 years, with more than 90% of students in
these age groups intending to seek a career in the industry. Strong career interests were even
higher among 19 year old students, with all (n=26, 100%) intending to seek a career in the
industry. These findings, therefore, appeared to suggest that the majority of students in this
study were too young to be aware or were disinterested in the fact that that age may limit
their career opportunities in the industry in the future.
6.5.2 Factor 2: Individuals’ Background Contextual Factors
The current study supported this hypothesis and indicated that individuals’ background
contextual factors had a positive impact on students’ career interest. There were a variety of
factors associated with students’ background contextual factors in the current study. These
included family, friends, school teachers or counselors, the industry profile as reported in the
media, and perceptions of career opportunities in the industry. The quantitative results found
that having immediate family members working in the industry, in particular, had a positive
impact on students’ career decision-making. The quantitative results presented in Table 6.6
highlighted that there was a high intention to seek a career in the industry among students
who had both parents (n= 47, 94%) or either their father or mother (n=62, 94%) working in
the industry.
Similar findings on the impact of parents’ career on young adolescents’ career decisions has
been found in previous research. For example, research among graduate teachers pursuing a
career in teaching (Mau, Ellsworth & Hawley 2008) found a strong persistence to pursue a
career in teaching among graduate teachers who either had their mother (16%) or father
(7%) working as a teacher. The career of parents, therefore, appears to be a predictive factor
for students’ career decision-making. Factors other than students’ family background in the
tourism and hospitality industry that impact on the career decisions of students will be
further explored by the qualitative study presented in the next chapter.
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6.5.3 Factor 3: Learning Experiences
The results from the current study indicated that a range of learning experiences had a
positive impact on students’ career interest. The factors included in students’ learning
experiences in the current study were academic performance, the perceptions of the learning
and teaching environment and work experience in the industry. The quantitative study
explored the students’ career decisions associated with their academic performance and
work experience in the industry and found that these factors had a positive impact on the
decision to seek a career in the industry. Thus Table 6.7 indicates that students with good
academic performance express stronger intentions to seek a career in the industry than do
weaker students (High distinction = 97%, Distinction = 92%, Credit = 89.5%, Pass = 83%).
It should, however, be noted that irrespective of academic success, the majority of students
appear to be committed to seeking a career in the industry. Table 6.9 suggested that strong
intentions towards a career in the industry were found among students with work experience
related to the industry (n=441, 92%).
One explanation for the relationship between students’ decision-making and academic
performance and work experience is that these experiences give students confidence to
pursue their career goals. Smith (2002) investigated undergraduate students’ career interest
towards information technology and found that students with information technology
experience expressed highest interest, whereas a lower career interest was found among
students with limited experience or a lack of computer skills. It could be concluded from
this study and the current study that students with good academic performance feel confident
to work in the industry based on the knowledge and skills they learn from the course.
Students with work skills related to the industry also have confidence in developing their
career in the industry based on the knowledge and skills they had learned from their work
places.
6.5.4 Factor 4: Self-efficacy
Bandura (1997) highlighted the importance of self-efficacy and its impact on individuals’
beliefs in their abilities to pursue particular goals or accomplish particular tasks. The current
study used a previously validated self-efficacy inventory, Career Decision-Making Self-
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Efficacy Scale-Short Form or CDMSE-SF (Betz et al. 1996), to examine the relationship
between self-efficacy and students’ interest in choosing a career in the tourism and
hospitality industry.
The results obtained from the quantitative study supported Bandura’s research and indicated
that self-efficacy was likely to influence students’ career interest in the industry. The
preliminary analysis (Table 6.11) shows that students generally felt confident to make
career decision as their self-efficacy ratings were in the direction of being confident
(M=3.667). These results on the impact of self-efficacy on career interest have also been
found in previous research. For example, Gushue et al. (2006) used the CDMSE-SF with
African American high school students and their results suggested that there was a
relationship between self-efficacy and the ability to generate possible careers. The study
found that students’ perceived that self-efficacy influenced their career interests, abilities,
goals and confidence to search for a desired career. It appears that self-efficacy can have a
significant influence on the way individuals make their career decisions. Social cognitive
career theory, however, suggests that individuals tend to develop their self-efficacy through
the interactions between learning experiences and outcome expectations. As this discussion
indicates the results from quantitative study highlight a relationship between self-efficacy
and career interest but the nature of this relationship is not clear. As a result, the qualitative
study explores the interrelationship of these factors in more depth and provides a better
understanding of the way self-efficacy, learning experiences and outcome expectations
interrelate and eventually influence students’ career decision-making. The qualitative results
are presented in the next chapter.
6.5.5 Factor 5: Outcome Expectations
The quantitative indicated that students perceived outcome expectations as having little
impact on their career interest. Outcome expectations have been defined as an individual’s
estimate of the likely probability of an outcome (Sharf 2006). It is suggested that people
develop either positive or negative career interests depending on the match between their
outcome expectations and their experiences of tasks, jobs or careers. The current study used
Schein’s Career Anchors Inventory (1978) to establish how tourism and hospitality students’
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expectations of specific jobs or tasks impact on their career interest. The preliminary
analysis (see Table 6.11) indicated that students generally disagreed (M=4.180) with the
views presented on the ideal career statements.
This finding suggested that these students had low expectations of their career. Low career
expectations among the Thai and Australian students could be explained by findings
obtained in previous studies that suggest many tourism and hospitality students have
limited work experiences and unrealistic expectations of jobs or careers in the tourism and
hospitality industry (Jenkins 2001; McMahon & Quinn 1995; Raybould & Wilkins 2005).
Furthermore, some students do not have clear ideas about their future career after graduation
(Jameson & Holden 2000). According to the demographic results for students participating
in the current study, the majority of these students had previous work experience (66%)
although about one third had no work experience. It is, however, unclear the amount of
work experience that student had. The most likely explanations for the current findings,
therefore, are either that students’ previous work experience was either limited or non-
existent, and so they were unsure of what to expect from their future job or career, or these
students had no clear idea of what they were looking for or what characterised a desirable
career.
In addition to the findings obtained from the career anchors, the exploration of the
relationship between students’ career decisions and their satisfaction with their work-
placement program (Table 6.8) supported the main analysis. This indicated that most
students who were satisfied with their work-placement program were likely to continue their
career in the industry after graduation (n=389, 83%). Many students who expressed either
dissatisfaction with their work-placement or were neutral about the experience still did not
have a desire to seek a career outside the industry after graduation and expressed the
intention to seek a career in the industry after graduation (students who neither satisfied nor
dissatisfied, n=36, 61% and dissatisfied, n=9, 67%). Since there were some issues that were
unclear in relation to the impact of outcome expectations on students’ career decision-
making, this issue was further explored in the qualitative study. The qualitative results are
presented in the next chapter.
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6.5.6 Factor 6: Career Interest
As has been discussed, gender, individuals’ background contextual factors, learning
experiences and self-efficacy had an impact on the career interest of Thai and Australian
tourism and hospitality students. Age and outcome expectations were not able to predict
students’ career interest in the tourism and hospitality industry. Although it was at times
unclear how these factors were interrelated or how they impacted on students’ career interest
in the industry, these findings were valuable for establishing which factors were associated
with students’ career decision-making. As a result, the impact of individual factors (gender
and age), individuals’ background contextual factors, learning experiences, self-efficacy and
outcome expectations was further investigated in the qualitative study in order to increase
the depth and meaning of the quantitative results and provide a better understanding of the
way these factors impact on students’ career interest and why students perceived some to be
more important than others.
6.6 Conclusion
This chapter has presented and discussed the quantitative study. As previously mentioned, a
total of 818 Thai and Australian students participated in the quantitative study. The majority
of participants were female students aged between 21 and 22 years. About one fifth of the
students had family backgrounds in the tourism and hospitality industry and about half of
these students also had work experience related to the industry. Crosstabulation analysis
explored students’ career decisions and indicated that the majority of students intended to
seek a career in the tourism and hospitality industry after graduation. The analyses also
found that the most popular career paths with students were food and beverage, travel
businesses and front office respectively. The regression results identified which factors
appeared to predict students’ career interest in the tourism and hospitality industry–
individual factors (gender and age), individuals’ background contextual factors, learning
experiences, self-efficacy and outcome expectations. The results indicated that gender,
individuals’ background contextual factors, learning experiences and self-efficacy had a
significant impact on students’ career interest, whereas age and outcome expectations were
found not to impact on students’ career interest. The chapter concluded with a discussion of
the quantitative findings. Whilst these findings identified factors influencing students’ career
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interest, they were not able to provide a comprehensive understanding of how these factors
influence students’ career decision-making process. The next chapter continues to
investigate the interrelationship between these factors and students’ career decision-making,
in order to clarify how the factors suggested by the quantitative study impact on the tourism
and hospitality students’ career decision-making.
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Chapter Seven
The Qualitative Study: Results
7.1 Introduction
The previous chapter reported on the quantitative data results and analysis obtained from the
questionnaires. These findings identified which factors suggested by the Model of Social
Cognitive Career Theory–individual factors, individuals’ background contextual factors,
learning experiences, self-efficacy and outcome expectations–had a significant correlation
with students’ career interest. The quantitative study indicated that these factors may
correlate with students’ career interest positively or negatively and subsequently influence
the way Thai and Australian students make career decisions. Whilst these findings
demonstrated relationships, they could not provide an explanation of how these factors
influence students’ career decision-making process. The current research, therefore, used
qualitative data to gain a better understanding of how the factors emerging from the
quantitative study impact on tourism and hospitality students’ career decision-making. It
was anticipated that the qualitative study would help to identify the roles of the factors
(individual factors, individuals’ background contextual factors, learning experiences, self-
efficacy, outcome expectations and career interest) and explain the way they affect students’
decisions to pursue a career in the tourism and hospitality industry. The current research
also sought to understand the influence of culture on career decision-making in a Thai and
Australian context. The qualitative study, therefore, expands upon the findings of the
quantitative study and demonstrates the extent of cultural influences on the career decision-
making of Thai and Australian tourism and hospitality students. The qualitative study is
presented in two separate chapters. This chapter reports on the qualitative analysis and
results obtained from the semi structured in-depth interviews. The relevance of the
qualitative findings to social cognitive career theory will be highlighted and explained in
detail in the next chapter.
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7.2 Data Collection and Preparations for the Qualitative Data Analysis
The study used semi structured in-depth interviews to obtain the qualitative data. The
participants were purposively recruited from students who had returned from a work-
placement program. The researcher used a stratified sampling strategy to select participants
from a variety of learning and work experience backgrounds (see Chapter Five: Figure 5.2).
There were 389 respondents who had returned from work-placement, or 48% of the total
participants in the questionnaire survey. These consisted of 206 respondents that were Thai
Arts students, 113 respondents that were Thai Business students and 70 respondents that
were the Australian Business students. Following the stratified sampling strategy, the
researcher recruited a total of 88 participants for the interview or 23% of the total number of
students who had returned from work-placement. The number of students recruited for the
interviews and the representative number from each university were as follows: 40 Thai Arts
students, 36 Thai Business students and 12 Australian Business students.
The researcher employed several strategies to ensure the semi structured in-depth interviews
collected all relevant data. These included, ensuring the questions asked were unambiguous
and the researcher clarified words or ideas with the interviewees to ensure responses were
recorded accurately. The researcher also encouraged interviewees to provide information
that was relevant to the research questions and the theoretical framework. At the close of
the interview, the researcher summarised the information obtained from the interview and
read back some direct quotes or words to the interviewees to further ensure the information
provided had been correctly recorded and accurately expressed the respondent’s ideas. The
researcher then applied content analysis and coded the data by focusing on individual words,
sentences and themes. Once the coding was completed, the researcher followed the
theoretical framework of social cognitive career theory to construct relationships within the
qualitative data.
It should be also noted that when presenting the qualitative results, the researcher used a
combination of approaches. These included verbal data such as quotations and themes
provided by the participants as well as numerical data such as the total number of students
who responded to particular themes or issues. Using numerical data in qualitative studies
can be controversial because it is common practice in quantitative research. However,
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Maxwell (2011) suggests that numerical data is also a valuable strategy for qualitative
research as it can provide supplementary support for the evidence from the quantitative data.
It was seen to be particularly appropriate for the current qualitative study because it involved
a relatively large number of participants (88 participants) and the data analysis involved
identifying themes or issues associated with students’ career decision. Therefore, the
researcher used the numerical data primarily to indicate the extent of the support for the
quantitative results rather than making conclusive statements based on numeric calculations.
7.3 Students’ Profiles
The semi structured in-depth interviews were conducted with a total of 88 participants from
three universities. These participants were selected using a stratified sampling strategy
which based on three conditions: their intention to seek employment in the tourism and
hospitality industry, their level of work-placement satisfaction and their job position during
the work-placement program. Table 7.1 provides an overview of the profiles for the 88
tourism and hospitality students from the target universities.
Table 7.1 indicates that the majority of participants were female students and the majority
ranged in age from 19 to 22 years. A much smaller number of students were aged between
23 and 26 years. A wider age range was found amongst the Australian Business students
with four students aged between 27 and 30 years and two students over 31 years. There were
no Thai students in these older age ranges. Table 7.1 also indicates that most students at
these universities were intending to seek employment in the tourism and hospitality industry.
Among the Thai Arts students, this intention was exceptionally high as 38 out of 40 students
expressed an intention to pursue a career in the tourism and hospitality industry.
Interestingly, the intention to seek employment in the tourism and hospitality industry was
less among Thai Business students but was similar among both Thai Arts and Australian
Business students with two third of these students expressing an intention to seek
employment in the industry. In terms of students’ work-placement satisfaction, the majority
of students from the target universities appeared satisfied with their work-placement
experiences. Among the Australian Business students, the majority of the students
expressed satisfaction with their work-placement. This was followed by Thai Business
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students and Thai Arts students. It was found that, more Thai Business students were
neutral about their work-placement and said they were neither satisfied nor dissatisfied or
were dissatisfied with their work-placement program. On the other hand, a smaller
proportion of Thai Arts students and Australian Business students were dissatisfied with
their work-placement. Table 7.1 concludes with a summary of the positions that these 88
students took during their work-placement program.
Table 7.1 Students’ profiles of the semi structured in-depth interviews
ProfilesThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) % (N=36) % (N=12) (%) (N=88) (%)
GenderMale 8 20 0 0 5 42 13 15
Female 32 80 36 100 7 58 75 85
Age
19-22 35 88 29 81 2 17 66 7523-26 5 13 7 19 4 33 16 1827-30 4 33 4 5
31 and over 2 17 2 2
Decision to pursue career inthe tourism and hospitalityindustry
Yes 38 95 25 69 8 67 71 81No 2 5 11 31 4 33 17 19
Work-placement satisfaction
Satisfied 34 60 23 64 10 83 67 76Neither satisfied nor dissatisfied 3 8 9 25 1 8 13 15Dissatisfied 3 8 4 11 1 8 8 9
Work-placement positions
Waiter/ Waitress 13 33 9 25 5 42 27 31Housekeeping 9 23 8 22 0 0 17 19
Front Office 4 10 6 17 5 42 15 17
Support staff 5 13 9 25 0 0 14 16
Cook assistant 7 18 2 6 0 0 9 10
Airport ground service 0 0 2 6 1 8 3 3Others 5 13 0 0 1 8 6 7
As can be seen, the majority of students worked as waiters/waitresses, followed by
housekeeping staff, front office staff, support staff (e.g. administrative staff) and a small
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group of students worked in other sectors (e.g. tourist information centre). Table 7.1
illustrates that students participating in the semi structured in-depth interviews came from a
wide range of backgrounds in terms of their age, career intentions, work-placement
satisfaction and job experience during their work placement program. The next section
presents results from the semi structured in-depth interviews and explores these students’
views on factors related to their career decision-making
7.4 The Qualitative Results: Explanations for Career Decision-Making
According to Social Cognitive Career theory (SCCT), the career decision-making process is
associated with six major factors: individual factors (gender and age), individuals’
background contextual factors, learning experiences, self-efficacy, outcome expectations
and career interest. Career interest is likely to predict individuals’ career decision-making.
In previous chapter, which reported on the quantitative study, found that Thai and Australian
tourism and hospitality students indicated that gender, individuals’ background contextual
factors, learning experiences and self-efficacy influenced their career interest in the tourism
and hospitality industry, whereas age and outcome expectations appeared to have no
influence on their career interest in the industry. The qualitative results, therefore, expand
upon the findings from the quantitative study and explore the relationship between students’
career interest and their career decision-making after graduation. This chapter also
demonstrates the extent of cultural influences on the career decision-making of Thai and
Australian tourism and hospitality students
Students were asked several questions (see Appendix D) to elicit further information
regarding those characteristics underpinning the current study–their individual factors,
individuals’ background contextual factors, learning experiences, self-efficacy, outcome
expectations and career interest factors and to explore the way these factors influence the
career decisions students make. The qualitative results are initially presented in the context
of the career decision-making process. This began with students’ decisions to enroll in a
tourism and hospitality course and concludes with their career intentions after completing
their course. This allows a variety of factors associated with students’ career decision-
making to emerge and shows interrelationships between these factors.
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Whilst, this Chapter Seven presents the qualitative results which identified a variety of
issues and their impacts on students’ career decision-making process, the results are
discussed in the next chapter. Chapter Eight highlights and discusses the roles of the factors
suggested by SCCT–individual factors, individuals’ background contextual factors, learning
experiences, self-efficacy, outcome expectations and career interest–and their impact on
students’ career decision-making in the tourism and hospitality industry. This discussion
will seek to provide a better understanding of how students make their career decisions and
the impact of various factors on their career decision-making.
The qualitative results are presented in four sections. The first section (7.4.1) explores what
drives students’ decisions to enroll in a tourism and hospitality course. The next section
(7.4.2) identifies students’ previous expectations about their course and the industry, what
students have learned during their course and the impact of their learning experiences on
their decision to seek a career in the industry. The following section (7.4.3) reports on the
impact of the work-placement program on students’ perceptions towards a career in the
tourism and hospitality industry. The final section reports on students’ career intentions and
the factors they perceived to impact on their decision to either seek a career in the industry
after graduation or not.
7.4.1 What drives students’ decisions to enroll in a tourism and hospitality course?
This question sought to identify factors associated with students’ career interests towards the
tourism and hospitality industry. In addition, it allowed students to reflect upon their
perceptions of their tourism and hospitality course and working in the industry prior to
entering the course and the industry.
The interviews revealed that students from Thailand and Australia appeared to share similar
reasons for deciding to enroll into a tourism and hospitality course. As indicated in Table
7.2, twelve themes were commonly found within both countries. Table 7.2 shows that about
two third of 88 Thai and Australian students suggested that they enrolled in a tourism and
hospitality course for two main reasons. The first reason given by more than a third of these
students was that the course matched their personal learning preferences, abilities or
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interests. One Thai student explained that the course structure suited her learning
preferences and stated that:
“The subjects in this course would be varied, and importantly it has a morepractical rather than theoretical orientation”
(Thai Business student-TB083)
Students also mentioned that they perceived themselves to have the abilities either to
complete the course or work in the industry. Thus, one Australian student responded:
“I chose this course because it seemed to be not difficult for me to study.Also, at that time my parents owned a restaurant, and sometimes I helpedthem by working as a waitress. So I had some ideas about what working inthe hospitality business would be like”
(Australian Business student-AB070)
The students chose the course also based on their personal interests. One Thai student
described it as follows:
“I like travelling. So the knowledge and skills learnt from the course wouldbe useful personally and professionally”
(Thai Arts student-TA205)
The second main reason given by the students for enrolling in a tourism and hospitality
course was that the industry provided good job opportunities. Thai and Australia students
made similar statements and agreed that they had formed this opinion based on a variety of
different sources. For example, the news, teachers at school and friends suggested that the
industry was continuing to grow, so the labor market provided good job opportunities.
Some students also had connections with the industry, such as a family hospitality business
or relatives who worked in the industry and could help students to get a job after graduation.
Despite, the key reasons for many Thai and Australian students’ decision to enroll into a
tourism and hospitality course was because it matched their personal learning preferences,
abilities or interests and they thought that the tourism and hospitality industry would provide
good job opportunities. Other issues were perceived differently by Thai and Australian
students. A sizable number of Thai students (15 of 76 students) enrolled into a tourism and
hospitality course because they considered that the course would provide them with
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opportunities to travel. Another reason given by a smaller group of Thai students (10 of 76
students) was that the industry provided them with an opportunity to enjoy serving,
entertaining or working with people. Several Thai students also indicated that they chose
the course because the subjects seemed to be easy to study. For Australian students, about
one third of these students perceived two reasons to be equally important. Firstly, they
perceived that the course allowed them to enjoy serving, entertaining or working with
people. This indicates that significantly more Australian than Thai students appeared to
value the idea that working in a tourism and hospitality context was largely about looking
after and working with people. Another important reason was that enrolling into the course
received positive support from family, friends, or school teachers. A quarter of the
Australian students responded that workplace atmosphere and working environment was
important.
Interestingly, some reasons were perceived to be unimportant by either Thai or Australian
students. The first example of this is that the course was perceived to provide travel
opportunities. Whilst 15 Thai students perceived this as their third most important reason
for choosing a tourism and hospitality course, Australian students perceived it as
unimportant. The differences between Thai and Australian students were also evident in
terms of whether working in the industry provided good pay and incentives. Thus, six Thai
students perceived this as important for them, however for Australian students it was not a
consideration for enrolling into a tourism and hospitality course. The final reason showing
inconsistency between Thai and Australian students was the perception that the course
would facilitate work in the tourism and hospitality industry, providing a beautiful, elegant,
and challenging work environment. Whilst three Australian students perceived this as their
second most important reason for choosing the tourism and hospitality industry, Thai
students perceived it as unimportant. These findings appeared to indicate that Thai students
perceive that a career in the industry is associated with leisure and income, whereas with
Australian students it is the job characteristics and work environment that drive their career
interest in the industry.
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Since some Thai and Australian students were from different degree orientations, this study
aimed to identify similarities and differences between tourism and hospitality students from
different degree orientations, namely a Business degree versus an Arts degree orientation.
As is evident from Table 7.2 there appeared to be some minor differences between Business
and Arts students’ responses. The most significant difference appeared to be that more
Business than Arts students indicated that their course facilitated them to work in the
tourism and hospitality industry which they thought would be an easy, fun, or exciting job.
Five of 36 Thai Business students and one of 12 Australian students perceived this to have
partially influenced their decision to enroll in the tourism and hospitality course, however no
Thai Arts students considered it an influence on their decision. Also, a substantially smaller
number of Thai Business and Australian Business students than Thai Arts students indicated
that they enrolled into the course because it provided good future job career opportunities.
Within a Thai context, the difference between Thai Business and Thai Arts students became
more substantial. Their views were significantly different on five dimensions, as follows:
the course provides good job opportunities for the future, the course is easy to study,
students had positive support from family, relatives, friends or school teachers, the course
facilitated students to work in tourism and hospitality which they thought would be easy, fun
or exciting and the course matched students’ academic background with the university entry
ranking. These results also indicated that more Thai Arts students saw their course as
providing them with good job opportunities for the future, whereas only one fifth of Thai
Business students viewed this as important. Thai Business and Thai Arts students also had
significantly different views on the expectations of their course, the work environment of the
industry and the extent to which they received support from family, relatives, friends and
school teachers. This indicated that Thai Business students saw their future work
environment to match their preferences and interests whereas to Thai Arts students, having
the ability to pursue their study was important. Furthermore, almost one fifth of the Thai
Arts students perceived family, relatives, friends and school teachers to partially explain
their decision to enroll into the course, whereas Thai Business students perceived this as
unimportant to them.
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Table 7.2 Reasons for students enrolled into a tourism and hospitality course
The course is perceived to be
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
1.Match individual’s learning preference, abilitiesor interests 16 8 9 33
2. Provide a good job opportunity in the future 20 8 3 31
3. Provide travel opportunity 8 7 0 15
4. Allow students to work where they can enjoyserving, entertaining and working with people 7 3 2 12
5. Be easy to study 7 1 1 9
6. Have positive support from family, relatives,friends or school teachers 7 0 2 9
7. Facilitate students to work in tourism andhospitality which they think it would be easy, fun orexciting 0 5 1 6
8. Work in the industry which it would be good payand incentives 3 3 0 6
9. Prepare students before entering the industrybecause they know someone who can help them toget a job in the industry after graduate 1 2 0 3
10. Facilitate students to work in tourism andhospitality industry where workplace atmosphere isbeautiful and elegant, and working environment ischallenging and variety 0 0 3 3
11. Match students’ academic background with theuniversity entry ranking 1 0 1 2
12. Match students’ career aspiration 0 0 1 1
It was also found that although Thai Arts students and Australian Business students differ in
terms of their degree orientations and cultural background, they have many similar reasons
for enrolling in a tourism and hospitality course. These reasons include the positive support
students received from family, relatives, friends or school teachers and the match between
students’ academic background and the university course entry ranking. A sizable number
of Thai Arts and Australian Business students also selected the course because it was
perceived to match their individual learning preferences, abilities or interests. These three
reasons were seen to be similarly important by Thai Arts students and Australian Business
students, but were not considered important by any Thai Business students.
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Table 7.2 sets out the 12 reasons that had influenced students’ decisions to enroll into a
tourism and hospitality course. These reasons were grouped into four broad factors to help
identify the factors students perceived to be associated with their career interest, based on
social cognitive career theory. Table 7.3 identifies these four broad factors as personal
fulfillment, industry image, social influences, and course image.
Table 7.3 indicates that 62 of 88 students across three universities enrolled in a tourism and
hospitality course because they perceived that the course would provide personal fulfillment.
Personal fulfillment was seen by students to mean that the course would be taught in ways
that enhanced students’ learning, enabled them to study effectively and to be confident in
their ability to complete the course. They also expected to gain knowledge or develop skills
that fulfilled their personal interests. About half of Thai and Australian students perceived
the industry’s image to be the second most important factor influencing their decision to
enroll into the course. The industry image factor covered several aspects of the tourism and
hospitality industry, including workplace atmosphere, the work environment and good job
opportunities for the future. Approximately one fifth of the students perceived social
influences that affected their decisions. Social influences were seen by these students to
refer to people such as family members, relatives, friends and school teachers. A small
number of the students perceived course image to influence their decision to enroll in a
tourism and hospitality course. For these students, the important consideration was that the
course was perceived to be easy to study.
Table 7.3 Factors influencing the students’ decision to enroll in the tourism and hospitality
course
Factors
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
1.Personal fulfillment 32 18 12 62
2.Industry image 21 13 8 42
3.Social influences 8 2 2 12
4.Course image 7 1 1 9
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Based on social cognitive career theory, it appears that these four broad factors were to be
associated with self-efficacy, outcome expectations and individuals’ background contextual
factors. Personal fulfillment was seen to be associated with two major factors; self-efficacy
(how individuals perceive their abilities to achieve particular goals or tasks) and outcome
expectations (individuals’ expectations on the consequences of their actions). The industry
image was seen to be associated with outcome expectations, whereas the course image was
seen to be associated with self-efficacy. Social influences highlighted the impact of
individuals’ background contextual factors (the roles of family, relatives, friends, and school
teachers).
This section identified the reasons for students’ decisions to enroll into a tourism and
hospitality course. The findings suggested that the majority of Thai and Australian students
presented two major reasons that drive their decision to choose the course. They considered
that the course matched their learning preferences, abilities or interests and that the industry
would provide good job opportunities after graduation. The findings also highlighted that
the reasons provided by Thai and Australian students appear to be associated with three
components of social cognitive career theory; self-efficacy, outcome expectations and
individuals’ background contextual factors.
The next section continues to explore students’ career decision-making process. It focuses
on students’ perceptions of their tourism and hospitality course and students’ perceptions of
a career in the industry, which have been acquired while studying.
7.4.2 What are the students’ expectations of their course and the industry?
The previous section identified that individuals’ background contextual factors, self-efficacy
and outcome expectations were likely to drive students’ decisions to enroll in their tourism
and hospitality course. Social cognitive career theory, which suggests that individuals’
expectations are likely to influence the way they perceive their actual learning experiences,
self-efficacy and outcome expectations, helps to better understand the students’ career
decision-making. Students were asked what they had previously expected of their course
and the industry and what they had learned during the course that had changed their previous
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perceptions of the tourism and hospitality industry. This question sought to specifically
explore the impact of outcome expectations on students’ career decision-making.
Table 7.4 identifies students’ expectations of a tourism and hospitality course and the
industry and illustrates that students from all three groups had various views about their
course and the industry. Ten different views were expressed by students, although some of
these were more evident amongst some groups of students. As Table 7.4 shows, most Thai
and Australian students have positive perceptions of a career in the tourism and hospitality
industry, as one third of the students expected that working in the industry would be easy
and fun. This was particularly true of Australian Business students and Thai Business
students. In addition, 12 out of 88 students expected that it would be easy to get a job.
Table 7.4 also identifies students’ expectations of their course and shows that several
students had previously perceived that the course would be easy and fun to study. Other
students had expected that the course would focus on practical more than theoretical
concepts. Thai and Australians students, however, varied in their assessment of their course.
Thais expected that the course would provide them with good opportunities to learn different
languages, especially English (20 of 76 students), but no Australian students were expecting
to learn other languages. Possible reasons for these differences are discussed in the next
chapter.
In terms of different degree orientations, Thai Business and Australian Business students
had similar expectations of their course and the industry. For example, they expected that
the course would focus on practical rather than theoretical skills and had high expectations
that working in the industry would be easy and fun. Thai Arts students did not have these
expectations. Rather they had strong expectations that the course would provide good
opportunities for them to learn different languages. Table 7.4 also identifies other issues
raised by Thai and Australian students. Surprisingly, only one Thai and one Australian
student expected that educational qualifications would facilitate their career progress in the
industry. The other expectations perceived to be important for Thai students, but not
Australian students, was the expectation that knowledge and skills would be transferable to
other fields of work and that working in a hotel would be well paid. These issues show the
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influence of cultural background and socio-economic differences on the students’
expectations.
Table 7.4 Students’ expectations of their course and the tourism and hospitality industry
Students' expectations of the tourism andhospitality course and industry
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
1. Working in the industry will be easy and fun 8 13 5 26
2. The course will provide good opportunitiesfor students to learn different languagesespecially English 14 6 0 20
3. The course will be easy and fun to study 6 8 2 16
4. It will be easy to get a job 9 0 3 12
5. The course will focus on practical more thantheoretical 2 4 2 8
6. Knowledge and skills are transferable toother field works 3 4 0 7
7. Working in a hotel is well paid 3 3 0 6
8. Jobs within operational level were perceivedto be low and unskilled jobs 4 0 0 4
9. The course will provide variety of subjects 1 2 0 3
10. Educational qualification will advancecareer progress in this industry 1 0 1 2
The students were also asked if what they had actually learned or experienced matched what
they had expected to learn. Table 7.5 indicates the accuracy of Thai and Australian
students’ initial perceptions about their course and the tourism and hospitality industry. It
indicates that the majority of students strongly agreed that their actual learning and
experiences were different to what they had expected (65 of 88 students), although
differences were evident between Thai and Australian students. Interestingly, many
Australian Business students (10 of 12 students) identified that their expectations had
changed. Although the majority of Thai Arts and Thai Business students indicated that their
experiences were different from their expectations, the proportion was smaller than the
Australian students.
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Table 7.5 Accuracy of students’ perceptions of their course and the industry
Students' perceptionsThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) (%) (N=36) (%) (N=12) (%) (N=88) (%)
Changed 29 73 26 72 10 83 65 74
Unchanged 11 27 10 28 2 17 23 26
The students identified several issues about the tourism and hospitality course and industry
that were different from what they had expected. The interviews suggested that the major
changes in Thai and Australian students’ views involved the course structure, subject
content and job opportunities in the industry. Students reflected on the way their
perceptions of the course structure and subject content had changed as follows:
“The course provided fewer English subjects than I had expected. So,students did not gain enough confidence to use English during their work-placement program. I also had expected that the course would be morepractical bases but it was more about theoretical concepts”
(Thai Arts student-TA197)
“The course provided fewer English subjects than I had expected. I alsothought that the course would have a more practical orientation but it wasmore on theoretical”
(Thai Business student-TB092)
“I found that some subjects learned during the course were interesting buttheir content was not practically relevant to the industry for example, subjectslike economics, statistics and information technology. Graduates would beunlikely to have opportunity to utilise or develop skills in these areas,especially at an entry level of the industry”
(Australian Business student-AB70)
The above views indicate that although Thai and Australian students had different
expectations of their course, they expressed disappointment about their course and the
subject content. The students highlighted that the course structure and subject content
should be more practical and better facilitate career entry into the industry.
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Other students who, as indicated in Table 7.4, expected that working in the industry would
be easy and fun, and that it would be easy to find employment after graduation, were
disappointed about the nature of the industry. Some of them provided comments that:
“I thought that there would be plenty of jobs by the time I graduated.However I struggled to find a job for my work-placement program as somany students were applying for the program. After my work-placement, Ihave also realised that it is not easy to get a job in a hotel. There is highcompetition, especially from students with their major study in English.They are our competitors”
(Thai Arts student-TA152)
“Working in the industry is not as easy and fun as it looks. It requiresknowledge, skills and more effort than I had expected”
(Thai Business student-TB077)
“The course was not as difficult as I had expected but job opportunities arenot easy because it is getting more and more difficult if you want to move onhigher position or into managerial areas”
(Australian Business student-AB16)
As can be seen, these Thai and Australian students highlighted the impact of course content
on their career entry into the industry. They also provided their views on career
opportunities within the tourism and hospitality industry. Although both Thai and
Australian students reported that job opportunities in the industry as less easy than they had
expected. Thai students in particular highlighted the impact of English skills on their
confidence to enter the industry. This is one example of the impact of culture on the skills
required by the tourism and hospitality industry.
In contrast to the negative perceptions of the course and the industry discussed above, some
students reflected that their perceptions towards the course and the industry had changed in a
positive way. One Australian Business student responded:
“The course was beyond my expectations. I learned more than I hadpreviously expected, especially in subjects about clubs and gaming, yieldmanagement and theories of management, I found that these subjects wereinteresting and useful”
(Australian Business student-AB02)
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Students with unchanged perceptions of the course and the industry explained that their
perceptions were unchanged because they had had some background knowledge about the
industry prior to their enrollment. For example, some students explained:
“My sister has been working in a hotel and I also used to work part-timewhere she is working. So I had some ideas about working in a hotel alreadybefore enrolling into the course”
(Thai Arts student-TA117)
“I have been helping my parents in our restaurant, so I had pretty much anidea about working in this business sector before enrolling into the course.So what I have learned during the course it is just something that builds onmy previous knowledge and skills”
(Australian Business student-AB15)
These students’ views suggested that students with background knowledge and first-hand
experience in the tourism and hospitality sectors were likely to have more realistic ideas of
the knowledge and skills required by the sector.
To help understand the impact of students’ perceptions of their course and career on their
career decision-making, students were asked what their ideal job was at that moment. This
question was asked to explore students’ career intention after graduation. The findings
revealed that although Table 7.5 suggested that most Thai and Australian students’
perceptions of the course and the industry had changed, these changes appeared to have had
a positive impact on students’ career interests in the tourism and hospitality industry.
As Table 7.6 shows, most students from each university had identified ideal jobs and
indicated that their ideal jobs were predominantly related to the tourism and hospitality
industry. A significantly higher proportion of Thai Arts students and Australian Business
students indicated that their ideal jobs related to the tourism and hospitality industry (90%),
whereas the proportion was lower for Thai Business students (78%). It is also interesting to
see that a relatively high proportion of students had not identified an ideal job, as these
students were entering the final year of their course. As Table 7.6 shows, this was higher
among Thai Arts students than students from the other two universities.
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Table 7.6 Students’ ideal jobs
Students' Ideal jobsThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) (%) (N=36) (%) (N=12) (%) (N=88) (%)
Yes 30 75 32 89 10 83 72 82
Related tourism andhospitality industry 27 90 25 78 9 90 62 86
Unrelated tourism andhospitality industry 3 10 7 22 1 10 14 14
No 10 25 4 11 2 17 16 18
So far, this section has sought to understand the impact of students’ expectations about their
course and the tourism and hospitality industry on their career decision. Based on social
cognitive career theory, the findings highlighted that the outcome expectations (students’
expectations towards their course and the industry) appeared to impact on students’ self-
efficacy to make career entry into the industry. Outcome expectations, however, appeared to
have a lesser impact on students’ career interest in the industry because despite a higher
proportion of students agreed that their perceptions about their course and the industry had
changed. The majority of students positively expressed their career interest in the industry.
7.4.3 The impact of the work-placement program on students’ perceptions towardscareers in the tourism and hospitality industry
Work-placement programs are considered to play a significant role in students’ career
learning because they provide an opportunity for students to utilise the skills and knowledge
that they have learned during their course and to explore different aspects of the industry.
This section explores the nature of students’ work-placement experiences and endeavours to
understand the impact of their experiences on three components of social cognitive career
theory: learning experiences, self-efficacy and outcome expectations. Social cognitive career
theory suggests that the interrelationship between these factors subsequently impacts on the
way students’ develop their career interest and their likelihood of seeking a career in the
tourism and hospitality industry after graduation.
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An overview of the students’ work-placement profiles is contained in Table 7.7. It should
be noted that some students worked in more than one job. Therefore, the frequencies in this
table are based on the number of jobs that all students in the study occupied, rather than
those for the students interviewed. Table 7.7 shows that most Thai students were female,
whereas amongst the Australian students, the proportion of male and female students was
similar. Table 7.7 also shows that most Thai and Australian students were placed within
accommodation business establishments followed by airline and tour or travel agencies. A
small number of students had work-placement programs in other tourism and hospitality
businesses, such as restaurants, clubs and government institutions related the tourism and
hospitality industry. In terms of the positions students had during their work-placement
programs, about one third of students worked as waiters or waitresses. A smaller proportion
worked in housekeeping, front office staff, in support positions, such as human resources,
administration, finance and accounting, assistant cook and airport ground staff. Some
students worked in other positions for example as business center staff in a hotel or resort
recreation staff.
Table 7.7 Students’ work-placement profiles
ProfilesThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) % (N=36) % (N=12) (%) (N=88) (%)
GenderMale 8 20 0 0 5 42 13 15
Female 32 80 36 100 7 58 75 85
Type of BusinessEstablishments
Accommodation 35 88 30 83 9 75 74 84Airline 1 3 4 11 1 8 6 7
Tour/ Travel agent 3 8 2 6 0 0 5 6Others 1 3 0 0 2 16 3 3
PositionsWaiter/ Waitress 13 33 9 25 5 42 27 31
Housekeeping 9 23 8 22 0 0 17 19Front Office 4 10 6 17 4 33 14 16Support staff 5 13 9 25 0 0 14 16
Cook assistant 7 18 2 6 0 0 9 10Airport ground service 0 0 2 6 1 8 3 3
Others 5 13 0 0 2 16 7 8
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In order to investigate the impact of the work-placement program on students’ learning
experiences, students were asked to indicate how important the work-placement program
was to them and to identify the reason why it was important. Table 7.8 shows how students
perceived the work-placement program, indicating that most students regarded it as
important. It should, however, be noted that there was considerable variability between the
three groups. Among the Australian Business students, all ranked it as important and most
Thai Arts students also saw it as important. Although, many Thai Business students
regarded it as important, they appeared to be less satisfied than the other two groups of
students. Despite high numbers of student perceiving the work-placement to be important to
them, it is evident that Thai Business students were neutral or saw their work-placement
more unimportant to them than did Thai Arts students or Australian Business students.
Table 7.8 The perceived importance of the work-placement program
Level of importanceThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) (%) (N=36) (%) (N=12) (%) (N=88) (%)
Important 38 95 31 86 12 100 81 92Neutral 1 3 2 6 0 0 3 3
Unimportant 1 3 3 8 0 0 4 5
In Table 7.9 several key themes were identified. These summarise what students perceived
to be important about their work-placement. As this table shows, about half of Thai and
Australian students suggested that their work-placement program helped them to learn about
their future career in terms of the work environment and the job. This knowledge allows
students to assess whether their personality, interests and ability match the work
environment and job characteristics. Approximately one third of the students perceived that
the work-placement program allowed them to learn about various aspects associated with
the job, such as the knowledge and skills required. Similar proportions of students also
perceived that the work-placement helped them to make career decisions about the job they
wanted after graduation and helped them to learn more about the reality of working in the
tourism and hospitality industry. A relatively small group of students perceived that their
work experiences during the program benefited them when entering the industry or they
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perceived that this program allowed them to explore career opportunities and choices. A
small proportion of students also noted that the work-placement program provided them
with an opportunity to utilise the knowledge and skills acquired during the course and to
gain new knowledge and skills from the workplace.
Table 7.9 Issues associated with students’ perceived importance of the work-placementprogram
Reasons the students perceived work-placementas important
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
1. Helps students to define their decision abouttheir personal preference of the job, or career orworking environment that match their personality,interests and ability 24 16 5 45
2. Helps students to learn or understand more aboutthe jobs relating skills and knowledge requirementand nature of the jobs 9 16 3 28
3. Helps students to make their career decision aftergraduate 12 7 5 24
4. Helps students to learn and understand workingenvironment in the industry 16 2 5 23
5. Work experience obtained from the work-placement impacts on career entry and progress 4 3 5 12
6. An opportunity to explore career and choices inthe industry 3 5 2 10
7. Opportunity for students to utilise the skills andknowledge learned from the course and developnew skills and knowledge from the workplace 1 1 6 8
The following are some explanations offered by students about the value of their work-
placement program. Although students valued different aspects of the experience, their
comments show that this experience allowed students to develop both personally and
professionally.
“I learned about the job I was doing. I also learned to be responsible formyself and my job and how to work with other people”
(Thai Arts student-TA047)
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“For me, work-placement was a turning point in my life. It had a significantimpact on my future career decisions. I also think that if students are happywith their work experience during the work-placement, they will continue tomake career progress in the industry, but if not, they may decide to work inother industries.”
(Thai Business student-TB092)
“Work-placement offers students opportunities to explore work in theindustry. It is a hand on experience, so students have an opportunity to relatetheory to practice, especially for students who had no work experiencebefore. They learn a great deal from this program.”
(Australian Business student-AB23)
It can be seen that students valued their work-placement program and saw it as providing
them with an opportunity to develop their career in the tourism and hospitality industry.
They perceived that the work-placement program allowed them to utilise their knowledge
and skills, to learn about their job and provided them with opportunities to explore the work
environment. Students appear, therefore, to develop possible career choices and make
decisions about their future career based on their experiences during their work-placement
program.
When looking at what was valued about the work experience program, an interesting
difference emerged between Thai and Australian students. It appeared that the majority of
Thai Arts and Thai Business students considered that their work-placement was important
because it helped them to understand the relevance of their personality, ability and interests
to their career. Whereas, half of the Australian Business students perceived the work-
placement program as an opportunity to develop their professional skills by utilising their
knowledge and skills and gaining new knowledge and skills. This suggests that whilst Thai
students considered their work-placement an opportunity to explore future career options,
Australian students focused on personal development for their future career. The reasons for
these differences will be explored further in the discussion (Chapter Eight).
Students were also asked what they felt about their work experience program. Table 7.10
provides an overview of students’ views on their work experience and indicates that the
majority of students across the three universities were positive about their work experience.
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The interviews revealed that Australian Business students were more positive about their
work experience than were Thai Arts or Thai Business students. It is unclear why Thai Arts
and Thai Business students appeared to be less positive about their work-placement program
than Australian students. Two possible explanations are that Thai students were provided
with less meaningful work opportunities during their work-placement. An alternative
explanation is that the longer duration of the Australian work-placement led to greater
satisfaction among students.
Table 7.10 Students’ work-placement experience
Students' work-placementexperiences
Thai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(N=40) (%) (N=36) (%) (N=12) (%) (N=88) (%)
Positive 23 58 21 58 10 83 54 61
Neutral 9 23 8 22 1 8 18 21
Negative 8 20 7 19 1 8 16 18
As Table 7.11 indicates, students perceived that five key factors impacted on their work-
placement experience, namely personal fulfillment, the work environment, the learning
environment, personal learning and development and organisational attributes. Personal
fulfillment related to whether students were satisfied with their work-placement based on
whether it provided them with what they had expected to experience or achieve. The work
environment described the people students had contact with in the workplace, including
staff, colleagues, visitors and guests. The learning environment referred to the training
program provided by the workplace, tasks given to students and the way supervisors or
trainers facilitated their learning at work. Personal learning and development referred to
whether students were satisfied with the knowledge and skills provided by the organisation.
Organisational attributes described the overall aspects of the workplace, including
atmosphere, staff meals and facilities.
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Table 7.11 Factors associated with students’ work-placement experience
Factors associated with students' satisfaction Thai ArtsStudents
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
Personal fulfillment 9 19 6 34
Working environment 15 15 3 33
Learning environment 16 11 4 31
Personal learning and development 13 6 9 28
Organisational attributes 8 10 4 22
As Table 7.11 shows, tourism and hospitality students across the three universities perceived
each of these factors as having some relevance, but valued them differently. Thai Arts
students considered the learning environment and work environment to be the most
influential determinants of work-placement satisfaction. Whereas, Thai Business students
emphasised the importance of personal fulfillment and Australian Business students
emphasised personal learning and development. Some explanations for the relationship
between these factors students perceived to impact on their work-placement satisfaction and
the way they felt about their experiences are included below. Students with a positive
perception of their work-placement described their experiences as follows:
“My experience during the work-placement was fantastic. I liked the job Idid. I enjoyed working with staff training, they were nice people. I workedin a resort where I needed to get a boat from the staff residence to theworkplace. It was fun for me”
(Thai Arts student -TA066)
“I was satisfied with my work experience. I learned how to do the job and Ifelt proud of myself when I completed my job successfully”
(Thai Business student-TB080)
“Exhausted but fantastic! It involved hard work and high pressure tocomplete the workload required by the course but I felt good at work becauseI worked with very nice people”
(Australian Business student-AB02)
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Some examples of the responses from students with negative experiences of the program
were:
“I felt terrible. I experienced unpleasant treatment from some staff at theworkplace and it was so stressful for me.”
(Thai Business student-TB099)
“I was not happy with my work-placement experience. This is because Ididn’t like the attitudes of my colleagues in providing service to the guests.They just did the job for money. They didn’t care about being professionalguest service providers. Also, I had to work so hard but I was underpaid. Itwas long working hours and relatively short break for staff meal.”
(Australian Business student-AB069)
The above students’ comments highlight the important role that colleagues play in
determining whether students have a positive or negative experience. Irrespective of
whether students were positive or negative about their work-placement, they appeared to
have developed an accurate view of working in the industry. One particular student
indicated that:
“I had some work experience in the industry prior to the program so I hadmore opportunity gain a better understanding of working in different areas ina hotel. For example working in food and beverage is physically hard andworking in front office, which I had thought that was easy job actuallyrequires someone who is able to multitask and have versatile knowledge toserve guests”
(Australian Business student-AB70)
As these results indicate, the work-placement program plays an important role in developing
students’ career learning. It allows students to gain a better understanding of the nature of
the industry and to explore their career options in the industry. Students were asked whether
they would be interested in applying for the position that they had during the work-
placement and the reasons for their decisions. This question was asked so as to understand
the impact of the work-placement program on students’ career decisions in the industry and
to identify factors that appeared to influence their decisions.
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As Table 7.12 shows, a complex relationship appears to exist between students’ work-
placement satisfaction and their intention to apply for the job they did during their work-
placement. Thus, there is no clear trend that students who were satisfied with their work-
placement will actively look for the same job as undertaken during the work-placement.
The proportions of Thai and Australian students who were satisfied with their work-
placement were almost equally divided between the students who do and do not intend to
apply for the job they did during the work-placement. This also indicates that students’
dissatisfaction may not always have a negative impact on the career decisions they make.
This is because two out of eight students who were dissatisfied with their work-placement
expressed their intention to seek the job they did during the work-placement. However,
there is a strong likelihood that the majority of students who were dissatisfied or neutral
about their work-placement will seek jobs other than that of the work-placement.
Table 7.12 Relationship between students’ work-placement satisfaction and their jobintentions
Level of Satisfaction and job intentionThai ArtsStudents
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88) (%)
Satisfied 34 23 10 67 76Job intention
Yes 18 12 4 34 51No 16 11 6 33 49
Neither dissatisfied or satisfied 3 9 1 13 15Job intention
Yes 1 3 0 4 31No 2 6 1 9 69
Dissatisfied 3 4 1 8 9Job intention
Yes 1 0 1 2 25No 2 4 0 6 75
Table 7.13 shows the relationship between the specific jobs that Thai and Australian
students did during their work-placement and whether or not they would intend to apply for
this job. Whilst 88 students participated in the interviews, some students experienced more
than one specific job. Therefore, Table 7.13 shows the number of students’ completed
specific jobs rather than the actual number of students interviewed.
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Table 7.13 indicates that more than half of Thai and Australian students (n=91) were not
interested in applying for the job they had done during their work-placement (56%) and this
was found across a range of different jobs. Therefore, of the 17 students who worked in
housekeeping, 12 students expressed no intention to apply for this job in the future.
Similarly, students who worked in other jobs, for example on tourism information desks, in
a supervisory position in catering, or in a business support center in a hotel (seven students
in total), only one student was still interested in such a job. Most students who had had
support staff positions did not intend to apply for a similar job (approximately two thirds).
Support staff describes those working in an organisation’s support areas such as human
resources, accounting, finance, and purchasing and inventory control. Interestingly, of those
students who had worked as waiters and waitresses, almost half were interested in applying
for similar jobs after graduation. Although a substantial number of students did not wish to
apply for the jobs that they had done during their work-placement, front office positions
appeared to be well-liked by many students. Of the 14 students who had worked in front
office positions, nine students were interested in applying for a front office job.
Table 7.13 Relationship between job positions and students’ intention to apply for the job
PositionsNumber of students
Job intention
Yes No
Waiter/ Waitress 27 14 13
Housekeeping 17 5 12
Front Office 14 9 5
Support staff 14 5 9
Cook assistant 9 5 4
Airport ground service 3 1 2
Others 7 1 6
Total (N) 91 40 51
(%) 100 44 56
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Table 7.12 and Table 7.13 appear to indicate an unclear relationship between students’
work-placement satisfaction and their intention to apply for the same job as undertaken
during their work-placement. Students provided several reasons for their decisions,
indicating that students’ decisions to apply for a job were not only based on their level of
work-placement satisfaction.
The interviews identified six themes perceived to have an impact on Thai and Australian
students’ intention to apply for a job similar to that held during their work-placement.
Summarised in Table 7.14, these factors are personal preferences, career opportunities and
career path, job characteristics or job requirements, ability to perform the job, career
learning and personal development and job image.
According to Table 7.14, nearly half of both Thai and Australian students made their
decisions based on personal preferences. Other students made their decisions based on
career opportunities and career path, job characteristics or job requirement, ability to
perform the job, career learning and personal development and job image respectively.
These factors, however, are perceived to have different impacts on students. It also appears
that some differences exist between Business and Arts students. For example, Thai and
Australian Business students perceived personal preferences, career opportunities and
career path and job characteristics or job requirements as the most important factors for
them. Thai Arts students, however, considered personal preferences, job characteristics or
requirement and their ability to perform the job to have a substantial impact on their
decisions. These results also appear to indicate that Thai and Australian students had
different perceptions of personal preferences and career opportunities and career path.
Personal preferences was perceived to have a major impact on both Thai Arts and Thai
Business students, whereas career opportunities and career path were perceived to be the
more influential determinants of Australian students’ decisions to apply for the job they had
during the work-placement. These similarities and differences appear to be influenced by a
student’s degree and cultural background, which will be discussed further in the next
chapter.
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Table 7.14 Factors influencing students’ intentions for applying the job completed during
their work-placement program
FactorsThai ArtsStudents
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (%) (N=36) (%) (N=12) (%) (N=88) (%)
1.Personal preferences 16 40 14 39 4 33 34 39
2.Career opportunity and career path 7 18 10 28 10 83 27 31
3. Job characteristics/ requirements 14 35 9 25 2 17 25 28
4. Ability to perform the job 10 25 4 11 2 17 16 18
5.Career learning and personaldevelopment 4 10 3 8 2 17 9 10
6. Job image 2 5 4 11 1 8 7 8
The followings are some examples of how students explained their personal preferences,
career opportunities and career path, job characteristics or job requirements, ability to
perform the job, career learning and personal development and job image.
Students perceived their personal preferences to be associated with whether the job matched
their interest or personality. For example:
“Yes, I want to work as a cook. It is fun and I enjoy cooking”
(Thai Arts student-TA098)
“I want to apply for a job in front of house areas, so as I have chance to meetpeople, working in an office is boring”
(Thai Business student-TB105
“Yes, I intend to apply for this job (front office). I love the job and enjoydoing it”
(Australian Business student-AB23)
These views show that some students intend to apply for a certain job in the industry simply
because they like and enjoy doing the job.
Career opportunities and career path describe students’ perceptions about the likelihood of
obtaining a specific job and whether there is a potential career path. For example, they
made the following comments:
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“I personally like working as a cook, but I don’t think I will apply this job.This is because I need to develop more cooking skills, I also have learned thatit is difficult for a female to make career progress in this area”
(Thai Business student-TB076)
“No, I don’t intend to apply for this position (a five star hotel receptionist). Ifyou want to grow in the hotel industry, working in back of house in areassuch as human resources, marketing and administration will give you bettercareer path. These areas provide you with long term employment andopportunities to make career progress. Also, skills used in these areas aretransferable. So you can work in other business sectors outside the industry”
(Australian Business student-AB70)
The views above have been selected to indicate that for many Thai students, career
opportunities and a career path are influenced by a match between job and gender. For
Australian students, career opportunities and a career path are influenced by understanding
the nature of the industry.
Job characteristics or requirements refer to the nature of the job or other characteristics
needed for a person to undertake the job. For example, students noted how these
experiences had influenced their decision making in the following ways:
“I worked as a waitress and I don’t have the intention to work as a waitressanymore. It is hard work and you have no time for yourself because it is shiftwork and uncertain working hours”
(Thai Business student-TB096)
“I don’t want to work as a business center employee. It can be busy duringthe high season when many guests are staying in a hotel and it can be a veryboring job to do during the low season when there are not many guests in thehotel”
(Thai Arts student-TA197)
“Yes, I intend to apply for a hotel front office job. I have thought aboutchanging my job but it is hard to change from this job to another because thisindustry requires experience. So, I have to continue doing this job but not bychoice”
(Australian Business student-AB69)
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These views highlight the nature of jobs in the tourism and hospitality industry. Working in
the industry involves shift work, uncertain working hours, and work experience can be
essential for developing a career in the industry. Also factors such as seasonality impact on
daily operations.
Ability to perform the job refers to students’ beliefs about their ability to do the job or to be
able to cope with certain working environments. For example, many students had developed
clear ideas about their strengths and weaknesses and understood the relevance of these, as
indicated by the following comments:
“I worked in housekeeping and I am intending to apply for this job. I ampersonally interested in working in front of house areas such as food andbeverage and front office but I am still not confident to work in these areas. Ithink my English is not good enough to interact with foreigner guests”
(Thai Arts student-A023)
“I intend to apply for the job I had (waitress) because I have some workexperience already and I am comfortable with the work environment”
(Australian Business student-AB15)
As these students’ views illustrate, work experience and the work environment can have a
positive or negative impact on students’ perceptions of their efficacy or ability to carry out
the job. Specifically, this Thai Arts student highlights the importance of language skills and
how this could have a negative impact on her career if she worked in front of house areas
such as front office and food and beverage. These comments emphasise the impact of
cultural background on job requirements in the tourism and hospitality industry in Thailand.
Career learning and development refers to students choosing a job because they want to
explore and learn different things and develop their skills and knowledge. For example:
“I don’t intend to apply for a housekeeping position because I want to learnother jobs in order to gain more knowledge and skills. Also, this will help meto figure out what kind of job will suit me”
(Thai Arts student-TA129)
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“I don’t intend to apply for the position I had (waitress) because I want tomove on to a higher position or work in other areas that can expand my skillsand knowledge”
(Australian Business student-AB68)
Job image refers to how a job is perceived by students, their family or community. For
example:
“I carried out two jobs during my work-placement, a waiter and I worked inhousekeeping. I prefer to work as a waiter rather than in housekeeping. Ithink working in food and beverage is more suitable for a male whereashousekeeping is more like a female job”
(Thai Arts student-A061)
“I don’t intend to apply for this position (housekeeping). I took this positionfor my work-placement because at that time I had limited choices in terms ofworkplace and job availability. Also, my parents suggest that since I’ve got adegree, I should find a better job than this”
(Thai Business student-TB093)
“No, I don’t intend to apply for a job as a food and beverage attendantanymore. It is easy to find a job in this area. I am now looking for a betterjob with better pay”
(Australian Business student-AB16)
The above comments show that Thai students’ perceptions of a job are influenced by the
match between job and gender and the prestige of the job as viewed by their family.
Whereas Australian students appear to associate job image with employment opportunities
in the labour market and the benefit the job will provide to them. These comments also
indicate how culture influences the relationship between educational qualifications and job
and the way Thai and Australian students value certain jobs in the industry.
In summary, this section has tried to highlight the impact of a work-placement program on
students’ perceptions about their career in the tourism and hospitality industry. It has also
endeavoured to identify the interrelationship between three major factors of social cognitive
career theory: learning experiences, self-efficacy and outcome expectations. The findings
indicated that learning experiences were likely to influence students’ self-efficacy in
applying for a job in the industry and the way they establish their outcome expectations
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associated with the job and the nature of the industry. The findings elaborated that most
Thai and Australian students perceived that the work-placement program played an
important role in their learning experiences during the course because it allowed them to
gain a better understanding of the nature of work in the industry. Several factors were
identified as having a positive and negative impact on their work-placement experience,
such as whether the experience satisfied their personal expectations, the quality of the
training program provided by their workplace, the nature of their trainers or supervisors,
work colleagues, and the overall qualities of the workplace. Work-placement also allows
students to learn the knowledge and skills required by a job and to gain a better
understanding of the work environment. These appear to have either a positive or negative
impact on the way students develop their perceptions of the job and their abilities to perform
the job. For example, many Thai students perceived that English was essential for front
office staff. Thus, students perceived that their lack of English skills caused them to lack the
confidence to apply for this position. Interestingly, it was found that there was not a clear
trend between students who were satisfied with their work-placement experience and their
intention to continue working in that position. It was found that half of those students who
were satisfied with their work experience did not intend to apply for the job they had during
their work-placement and this appeared to be because other issues that were seen to be more
important.
This section also reflected upon the nature of the industry within a Thai and Australian
context and found both similarities and differences. Whilst Thai and Australian students
appear to agree that career opportunities in the tourism and hospitality industry depend upon
an individual’s knowledge and skills, career opportunities can be limited. Thai students saw
a clear relationship between gender roles and jobs. For example, housekeeping was
perceived to suit females more than males. In contrast, Australian students did not consider
gender roles as having an impact on their career, but they perceived personal learning and
development and career advancement as important to their career decision.
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7.4.4 What drives students’ career decisions in the tourism and hospitality industry?
The qualitative results in this chapter have explored the factors associated with students’
career decision-making process. This began with describing the factors students perceived
to impact on their decision to enroll in a tourism and hospitality course. It also described the
impact of the work-placement program on the way students perceived a career in the
industry. This section addresses the main research question of the current study. It
investigated the role of career interest. Social cognitive career theory suggests that career
interest is likely to predict individuals’ career decision-making. This section seeks,
therefore, to establish possible factors that drive tourism and hospitality students’ career
interest and career decisions about whether or not to seek a career in the tourism and
hospitality industry. This section, first reports on the factors perceived by students to be
important for achieving their desired career. It later presents the findings relating to Thai
and Australian students’ career decisions.
Students were asked what they perceived to be the three most important characteristics of
their desired career. This question sought to identify issues associated with students’ career
interests and the way these issues drive their career decisions. Table 7.15 identifies four
major characteristics that Thai and Australian students identified as the most important
aspects of their desired career or job. These were pay and salary, a job that fitted their
personalities, interests and abilities, location of the workplace and the organisation’s profile
respectively. The students, however, perceived these aspects to be of varying importance.
For example, Thai Arts and Australian Business students perceived pay and salary as the
most important aspect of their career decision-making. Whereas Thai Business students
valued the match between a job and their personalities, interests and abilities as the most
influential factor on their career decision-making. The relationship between students’
degree background (Arts versus Business) and their career interest in the tourism and
hospitality industry are unclear. However, culture appears to have an important impact on
students’ career interest in the industry.
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Table 7.15 shows that whilst, Thai Arts and Thai Business students ranked location of the
workplace as the third most important characteristic of their desired career, Australian
Business students did not consider it as amongst the three most important characteristics of
their desired career.
Table 7.15 Factors associated with students’ career decision
FactorsThai ArtsStudents
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=40) (N=36) (N=12) (N=88)
Pay and Salary 24 25 9 58Job that fits my personality, interest andability 15 31 6 52
Location of the workplace 19 24 4 47Organisation’s profile 20 9 7 36
Both Thai and Australian students valued the location of the workplace and the
organisation’s profile. The following comments of Thai and Australian students show why
the location of the workplace was seen to be important.
“Working in a hotel normally doesn’t allow staff to have a long holiday orbreak period. So I prefer to work where I can conveniently visit myhometown and spend minimal time traveling and have more time with myfamily”
(Thai Arts student-TA016)
“I prefer to work close to my family so I can save some living costs forexample rent and transportation cost to visit my family”
(Thai Business student-TB078)
“My workplace should be close to my house or accommodation and give meeasy access to work. Then I don’t need to spend so much time traveling andsave on public transport or car parking fees”
(Australian Business student-AB18)
“The workplace should be close to my accommodation, because after work,especially working in a hotel or restaurant, you are tired and want to go homeand rest as soon as you can”
(Australian Business student-AB08)
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As can be seen from these comments, Thai and Australian students had similar views and
preferred that their workplace be close to their accommodation, therefore providing them
with more time to rest after work and to save on living expenses. Thai students, however,
strongly emphasised the importance of family. They wanted the distance between their
workplace and their family to be short so as to allow them to spend more time with their
family. This issue will be discussed further in the next chapter.
Thai and Australian students indicated the importance of an organisation’s profile, but
appeared to value it for different reasons:
“I look for the organisation that provides long term job security and has agood image or reputation, so it will look good on my resume when I apply fora new job”
(Thai Arts student-TA145)
“The Organisation that I look for should have a good reputation and be wellestablished”
(Thai Business student-TB082)
“The organisation has to provide good training for staff as I can develop myskills and enhance my experience. This subsequently benefits my careerprogress”
(Australian Business student-AB15)
Thai students expected that a well established organisation with a good reputation would
provide them with employment stability and facilitate their career development. Whereas
Australian students perceived that their chosen organisation should enhance their personal
development and facilitate their career progress. These differences will be discussed in
more detail in the next chapter.
After students had been asked to identify the important aspects of their career, they were
asked about their career decisions and whether they intended to seek a career in the industry
following graduation. They were also asked to provide reasons for their decision. This
question was designed to investigate the impact of students’ career interests on their career
decision-making. The interviews revealed that most students intended to seek a career in the
industry, as shown in Table 7.1. As this table indicates, an exceptionally high proportion of
Thai Arts students sought a career in the industry after graduation (95%), followed by Thai
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Business students (69%) and Australian Business students (68%) respectively. It is
interesting that more Arts students than Business students intended to enter the industry and
that the results for Thai Business and Australian business students were virtually the same.
Thus, most of the students who did not intend to seek a career in the industry were either
Thai Business students (31%) or Australian Business students (32%). Table 7.16 and Table
7.17 summarise the factors students perceived to impact on their career decision-making.
As Table 7.16 indicates, several factors were perceived to influence students’ decisions to
pursue a career in the tourism and hospitality industry. The three factors perceived to have
the most important impact on students’ career decisions were personal preferences, the
ability to utilise or develop knowledge and skills and job characteristics respectively. Thai
Arts students, however, appeared to perceive these factors differently from Thai Business
and Australian Business students. Therefore, Thai Arts students perceived personal
preferences and utilisation or development of their knowledge and skills as the most
important factors for them, whereas Thai Business and Australian Business students
perceived personal preferences and job characteristics as more important.
Some students explained their personal preferences stating that:
“I intend to apply for a job in food and beverage because it suits my genderand I like meeting people”
(Thai Arts student-TA061)
“I want to be a tour guide because it is fun and I have the opportunity to meetnew people all the time. I also have learned during my work-placement thatage doesn’t have an impact on the job because I met some tour guides that arein middle aged but they are still working fine”
(Thai Arts student-TA051)
“Yes, I intend to work in the industry but I prefer to work in human resourcesor marketing rather than front of house because that doesn’t suit me. I don’tlike dealing with customers”
(Australian Business student-AB27)
These students obviously perceived that it was essential for staff in the industry to enjoy
meeting and working with people. The comments also demonstrate that they understand the
needs to match their personality, interests and abilities with the job. Thai students, in
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particular, appear to indicate that their culture influences the way they perceived the
importance of gender and age on their decisions.
One Thai student explained her decision to seek a career in the industry in order to utilise or
develop her knowledge and skills in the following way:
“I intend to apply for a job in food and beverage so as to utilise theknowledge and skills learned from the course and the work placement.However, if I had more choice I would prefer to work outside the industrybecause I don’t like the uncertain working hours required by the industry”
(Thai Arts student-173)
As this student indicates, she valued her relevant knowledge and skills but the nature of the
industry appears to undermine her long term commitment to a career in the industry.
One Thai student, seeking a career as a tour guide, elaborated on the importance of job
characteristics as follows:
“I like this job because it allows me to work independently, so I can havecontrol over my work. Most importantly, I don’t like working in the sameenvironment all the time, so this job suits me well as I have to move from oneplace to another”
(Thai Business student-TB103)
This student reflected upon the positive aspects of being a tour guide. He also highlighted in
his comments the need to achieve a match between job characteristics and an individual’s
personality and interests.
A smaller group of Thai and Australian students noted that incentives and allowances and
work environment were important for their decision to work in the tourism and hospitality
industry. Some students highlighted the positive aspects of incentives and allowance thus:
“Pay and salary isn’t very different working in a hotel but you earn extra fromservice charges and good allowances such as accommodation for staff and freemeals”
(Thai Arts student-TA062)
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“I want to work as a wholesaler for holiday packages as I will get holidaydiscounts and commission”
(Australian Business student-AB68)
Thai and Australian students, however, perceived the following factors differently: career
prospects or progress, job image and employment opportunities. Table 7.16 indicates that
career prospects or progress was valued more by Australian Business students (4 students)
than Thai students, with only one Thai student from a business degree considering it an
important factor. Two Australian students provided the following explanation for the
importance of having a job providing career prospects or allowing progress in the industry:
“I want to become a chef because I am interested in cooking. Although, it iseasy to start working in the industry as a cook or chef, it can be difficult tomake career progress within an organisation. However, I consider that a cookor chef can work in various business sectors or I can have my own restaurant,so it provides good career prospects for me”
(Australian Business student-AB16)
“I want to work in an airline company because there are a variety of jobs I cando. So it will allow me to work in different operational areas. I also can makecareer progress to a management level in the future within the organisation”
(Australian Business student-AB09)
These students’ comments highlight the impact of personal interests on their career
prospects in the industry and indicate how personal interests are likely to drive people to
commit to a long term career in the industry.
Job image and employment opportunities were perceived as important among Thai students,
particularly for Arts students. However, no Australian students perceived these factors as
relevant to their decision to seek a career in the industry. For example, some Thai students
explained job image as follows:
“I intend to apply for a front office position although I carried out a job as a waitressduring my work placement. This is because this position is less physical work, has abetter job image and provides a higher salary than being a waitress”
(Thai Arts student-TA077)
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“I want to be a flight attendant because I like the elegant look of the uniform andgood pay and incentives”
(Thai Arts student-TA122)
These comments reflect the way Thai students perceived positive and negative aspects of
certain jobs in the industry, which will be discussed further in the next chapter.
Interestingly, employment opportunities in the industry, which earlier findings indicated was
one of the major reasons for students enrolling in a tourism and hospitality course, was not
found to be important. In fact, only three out of 88 Thai and Australian students considered
employment opportunities to influence their decision to seek a career in the industry.
Table 7.16 Factors influencing students who seek a career in the tourism and hospitalityindustry
Factors
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=38) (N=25) (N=8) (N=71) (%)
Personal preferences 19 10 5 34 48
To utilise or develop knowledge and skills 17 6 1 24 34
Job characteristics 3 11 3 17 24
Incentives and allowances 4 3 1 8 9
Career prospect/ progress 0 1 4 5 7
Working experience in the industry 4 0 1 5 7
Work environment 1 1 2 4 6
Job image 4 0 0 4 6
Employment opportunity 2 0 0 2 3
Table 7.17 summarises the factors students perceived to impact on their decision not to seek
a career in the tourism and hospitality industry after graduation. Seven factors were
identified as influencing this decision. Nine out of 17 Thai and Australian students
perceived that job characteristics or job requirements was the most influential factor for not
seeking a career in the industry. This was exceptionally high among Thai Arts students
followed by Australian Business students and Thai Business students. Some students
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described their perceptions about job characteristics or job requirements in the following
way:
“I don’t want to work in the industry. Although it can be well paid, the jobgenerally is physically hard work and it requires you to work with uncertainwork routines and to work during holidays or at night”
(Thai Arts student-TA126)
“I cannot cope with shift work as it doesn’t allow me to have enough rest andspend time with family and friends”
(Australian Business student-AB08)
These students’ comments show the similarity of job requirements in the tourism and
hospitality industry in Thai and Australian contexts, and that industry jobs are associated
with routine work, uncertain working hours and being required to work at night or during
the holiday season.
Despite most students perceiving job characteristics or job requirements as playing an
important role in their decision not to seek a career in the industry, Thai and Australian
students perceived several other factors as impacting on their decision. These included
factors such as personal preferences, work environment, pay and salary and job image.
Although there were similarities and differences between Thai and Australian students’
perceptions of these factors, Thai Business students appeared to share more similar views to
Australian Business students rather than to Thai Arts students. Thai and Australian Business
students perceived that the work environment impacted on their decision to not seek a career
in the industry. One Thai Business and one Australian Business student made their decision
not to seek a career in the industry because of the hospitality work environment.
“I don’t like a long line of management staff. It is very stressful for me tocope with”
(Thai Business student-TB095)
“In the hospitality industry, staff can come from different ethnic or religiousbackgrounds, so sometimes it is difficult to fit into the work environmentwhen you are a minority group in the staff team”
(Australian Business student-AB70)
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These students highlight the negative impact of either a hierarchical organisational
management structure or the diversity of colleagues’ backgrounds on the work environment.
This will be discussed further in the next chapter.
Despite the similarity of Thai and Australian students’ views on work environment, Thai
Arts students viewed other factors differently from Thai and Australian Business students.
One third of Thai Business students and about half of the Australian Business students
perceived that personal preferences influenced their career decisions, however no Thai Arts
students viewed this as important for their decisions. The following comments from Thai
Business and Australian Business students show their reasons for not seeking a career in the
industry and how their personal preferences played an important role.
“I think dealing with guests is not my kind of job because I am an impatientperson. So, I don’t want to end up arguing with the guests”
(Thai Business student-TB90)
“I want to have my own business because I want to make decisions about mywork and the hospitality industry doesn’t allow me to make decisions on mywork much”
(Australian Business student-AB02)
These students’ views reflected their perceptions that there needs to be a match between the
job characteristics and an individual’s personality. Thus, people with certain personality
traits, such as patience, are better suited to the industry and those who seek autonomous
work are less likely to be interested in working in the industry.
Differences between the three student groups emerged in relation to the impact of family
obligations. One Thai Business and one Australian Business student perceived that family
obligations influenced their decision not to seek a career in the industry, whereas no Thai
Arts students perceived this as an important factor. One Thai Business student explained her
decision for not seeking a career in the industry thus:
“I want to work close to my family as have a well paid job and to get goodpay in this industry I need to work in a big hotel. Unfortunately, there is nobig hotel in my province, so I need to find work outside the industry”
(Thai Business student-TB093)
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Whereas, the Australian business student explained his decision in the following way:
“My family has a family business and I need to help my parents manage ourbusiness. I chose this course because I am personally interested in the hotelindustry and knowledge and skills from hotel management can be applied tomy family business”.
(Australian Business student-AB23)
As can be seen, these students demonstrate how family obligations can influence career
decisions. The Thai Business student wanted to live close to her family. Her view also
reflected the relationship between location and pay structure and how these impact career
decisions in the tourism and hospitality industry in Thailand. The Australian Business
student seemed not to have intended to seek a career in the industry when he decided to
enroll in a tourism and hospitality course. His view, however, highlighted that knowledge
and skills of hotel management are transferable and allow him to develop a career outside
the industry. These findings will be further discussed in the next chapter.
Australian Business students considered several additional factors to be important, some of
which were similar to those of Thai students and others different. These included personal
preferences, work environment and career prospects or progress. One particular Australian
Business student explained her decision for not seeking a career in the tourism and
hospitality industry and showed how personal preferences, the work environment and career
prospects or progress were interrelated and influenced her decision to seek a non-hospitality
job after graduation.
“No, I do not intend to work in this industry. I personally like the job and Iam passionate about customer service. However, during my co-op (work-placement) I have learned that working in this industry you have to work sohard but it is low pay. You have to put a lot of effort into the work but thelevel of appreciation from both your management and customers is low.Management did not put enough effort in creating a good team workenvironment, especially for shift work when sometimes staff have to copewith extensive work hours. I intend to work in real estate where I can stilluse my customer service skills but receive better pay”
(Australian Business student-AB70)
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This student reflected upon the impact of her work-placement experiences on her
perceptions of the requirement of the job, the pay structure in the hotel sector, the poor
organisational management, negative impact of guests and that her existing knowledge and
skills were transferable to another industry.
Interestingly, Table 7.16 and Table 7.17 show that some Thai and Australian students’
perceptions were significantly different in terms of the influence of three factors, namely
pay and salary, job image, and career prospects or progress. For Thai students, pay and
salary was not a disincentive to seek a career in the industry, whereas it was perceived as a
factor impacting career decision among Australian students. Some Thai Arts students also
considered that job image either encouraged or formed a barrier to them seeking a career in
the tourism and hospitality industry, however no Thai or Australian Business students
perceived job image as having a positive or negative influence on their decision to pursue a
career in the industry.
Table 7.17 Factors influencing students who do not seek a career in the tourism and
hospitality industry
Factors
ThaiArts
Students
ThaiBusinessStudents
AustralianBusinessStudents Total
(N=2) (N=11) (N=4) (N=17) (%)
Job characteristics or requirement 2 5 2 9 53
Personal preference 0 4 2 6 36
Work environment 1 1 1 3 18
Pay and salary 0 0 1 2 12
Family obligation 0 1 1 2 12
Career prospect/ progress 0 0 1 1 6
Job image 1 0 0 1 6
On the other hand, some Australian Business students considered career prospects or
progress to influence their career decision-making in the tourism and hospitality industry
both positively and negatively, whereas only one Thai student valued it as an important
positive influence. Whether these differences reflect on the impact of cultural differences or
are caused by operational differences within the tourism and hospitality industry in Thailand
and Australia will be discussed in the next chapter.
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7.4.5 Summary
This part has reported the findings of the qualitative study. The findings were presented in
sequential stages of students’ career decision-making process which began from their
decision to enroll into the course and concluded with their career decisions after they
graduate. The findings identified a variety of factors associated with students’ career
decisions, constructed how these factors were interrelated and the way these factors
influenced students’ career decision-making in the tourism and hospitality industry.
7.5 Conclusion
This chapter provided an overview of data collection and student profiles for the qualitative
study in the current research. It also reported on the results and analysis of the qualitative
study. The results were presented in four main sections which sought to establish factors
associated with students’ career decision-making process. The first section explored
students’ decisions to enroll into a tourism and hospitality course, finding that personal
fulfillment and industry image were the most influential factors for the decision to enroll
into the course. The next section explored students’ expectations of their course and the
impact of their expectations on a career in the tourism and hospitality industry. It found
that, despite a perception by most students that what they had learned during the course was
different from their expectations, many students still expressed their intention to seek a
career in the industry after graduation. A later section explored the role of the work-
placement program and investigated its impact on students’ career intentions. The findings
highlighted that students’ work-placement satisfaction is likely to predict their career
decisions in the industry. The final section explored students’ career decision-making in the
tourism and hospitality industry and found that students appeared to consider several factors
when making a career decision. Some factors were perceived to have either positive or
negative impacts on their career decision-making.
The next chapter discusses these findings and focuses on the relationship between these
findings and the theoretical framework of social cognitive career theory. It will also discuss
these findings in terms of how they relate to the existing literature of career decision-making
in general and within the tourism and hospitality industry.
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Chapter Eight
The Qualitative Study: Discussion
8.1 Introduction
The preceding chapter presented the results obtained from the qualitative study and
indicated that students perceived that a broad range of factors impacts on their career
decision-making process. These factors included their personal preferences, family, job
competency, work-placement program, employment opportunity and career prospects. This
chapter discusses possible explanations for these results and how the suggested factors drive
the career decision-making of Thai and Australian tourism and hospitality students.
8.2 Explanations for Factors Associated with the Students’ CareerDecision-Making
Chapter Seven presented students’ career decision-making process, beginning with their
decision to enroll in a tourism and hospitality course through to their likely career decision
following graduation. It presented a variety of factors that Thai and Australian tourism and
hospitality students perceived to play an important role in their career decision-making. The
chapter discussed and provided explanations for the results, based on the study’s theoretical
framework and by reference to previous research.
According to the theoretical framework for career decision-making–Lent, Brown and
Hackett’s (1994) Social Cognitive Career Theory (SCCT)–six major factors are suggested to
play an important role in the decision-making process. These are individual factors,
individuals’ background contextual factors (e.g. family, teachers, peer, cultural values and
industry image), learning experiences, self-efficacy, outcome expectations and career
interest. Theoretically, these factors are interrelated and influence individuals’ career
decision-making in a variety of ways. Thus, individual factors and individuals’ background
contextual factors influence learning experiences of individuals. Learning experiences then
influence how individuals perceive their self-efficacy and their expectations about the
outcome of certain tasks or performances. The interaction between learning experiences,
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self-efficacy and outcome expectations subsequently influences the way individuals develop
their career interest. Career interest is likely therefore to predict individuals’ career
decision-making.
The discussion of the qualitative results focuses on the previously mentioned six major
factors, how they are interrelated and how they influence Thai and Australian students’
career interest and career decision-making. This chapter concludes with a discussion of the
way cultural factors appear to impact on the career decision-making of Thai and Australian
tourism and hospitality students.
8.3 Discussion of the Qualitative Results
The qualitative results as they related to the factors deemed to be important in the qualitative
study are discussed as follows–Factor 1: Individual Factors (gender and age), Factor 2:
Individuals’ Background Contextual Factors, Factor 3: Learning Experiences, Factor 4: Self-
efficacy, Factor 5: Outcome Expectations, Factor 6: Career interest, including the
relationship between career interest and career decision-making and the cultural
interpretation of Thai and Australian tourism and hospitality students on career decision-
making.
8.3.1 Factor 1: Individual Factors (Gender and Age)
The current study specifically investigated the impact of gender and age on students’ career
decision-making. The findings were consistent with the quantitative study that gender was
perceived to play more important role in students’ career interest than age. However, the
qualitative results indicated that culture influences Thai and Australian students’ perceptions
of the impact of gender and age on their career decision-making.
The fact that gender plays an important role in employees’ decisions to choose a particular
job or career path in the tourism and hospitality industry supports the findings of previous
studies that within hospitality stereotypical views exist about the type of work that is
appropriate for male and female employees, particularly in the hotel sector. Previous studies
indicated that males are seen to suit jobs in food and beverage areas, whereas females are
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seen to suit jobs in housekeeping (Wood 1997). Although this research was conducted more
than 10 years ago, some support for these findings were evident in the current study. The
qualitative results indicated that while gender appeared to have no impact on students’
career interests or their decision to enroll in a tourism and hospitality course, did influence
their career interest and decision-making. This may have been because students perceived
there to be a match between gender and career choices in the industry. Thai students who
worked in the hotel sector seemed to have particularly stereotypical views of appropriate
types of work for male and female employees, such as men should work in food and
beverage areas, whereas women suited housekeeping jobs. Interestingly these views were
evident amongst Thai students after they had worked in the industry.
The results from the study also suggested that culture impacts on students’ perceptions of
gender in relation to career decision-making. The findings indicated that Thai students had
stronger perceptions of a relationship between gender and operational tasks than did
Australian students. This finding is consistent with the findings from a multicultural study
using career anchors (Marshall & Bonner 2003) which suggested that gender predicted the
technical and functional career anchors amongst Asian students, whereas gender was not a
significant predictor of this anchor for Australian students. These findings also support
Hofstede’s (2001) contention that cultural differences exist between Thailand and Australia
and these will be discussed in more detail later in this chapter.
Whilst gender appeared to influence students’ career decision-making in the tourism and
hospitality industry, age was perceived to be generally unimportant and this finding was
consistent with the results obtained in the quantitative study. This finding may be
understood by considering the results from previous studies of age and employment
opportunities in the United Kingdom’s (UK) hospitality industry. These studies found that
the industry was seen to be a young person’s job (Janta 2011). As the students in this
qualitative study were mostly aged under 25 years, the issue of age did not emerge during
the research possibly because many are likely to be unaware that age may limit their career
opportunities in the industry in the future. In the current study, for example, only one Thai
student (n=76) indicated that she was interested in being a tour guide and considered this job
as likely to provide her with long-term employment opportunities because she had met older
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tour guides who still worked in the industry. In spite of the views of this particular Thai
student, the remaining Thai and Australian students (n=88) appeared to perceive age as
unimportant for their career in the tourism and hospitality industry. This finding therefore
appeared to reflect upon the nature of the tourism and hospitality work environment rather
than cultural influences on students’ career decision-making.
8.3.2 Factor 2: Individuals’ Background Contextual Factors
The findings obtained from the qualitative study supported the quantitative study and
provided additional evidence that individuals’ background contextual factors appear to
impact students’ career interest and career decision-making in the tourism and hospitality
industry. Thai and Australian students identified several social environmental factors
associated with their background contextual factors. These factors were family background,
school teachers, friends, employment opportunities and cultural background. The semi
structured in-depth interviews revealed that family background, school teachers, friends and
employment opportunities were perceived to play an important role in students’ decisions to
enroll in a course, whereas their career decision-making seemed to be influenced by their
family background and culture.
Thai and Australian students perceived that their family background, school teachers, friends
and employment opportunities played an important role on their decision to enroll in a
tourism and hospitality course. For example, students whose parents owned a restaurant
suggested that they chose the course because they were interested in further developing their
knowledge and skills in order to help their parents with daily business operations. Hence
students with family members or relatives working in the tourism and hospitality industry
decided to enroll in the course because they had learned about the job and workplace
environment through their family members and relatives. Their family’s business
background and other family members developed students’ positive perceptions of the
industry and they became interested in pursuing a career in the industry. School teachers
and friends seemed to play a similar role to family members and relatives, as some students
indicated that they enrolled in the course because school teachers and friends had positive
views regarding career opportunities in the industry. The finding that family and friends
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have an impact on students’ course selection has previously been found in an investigation
of course selection among urban agriculture students (Esters & Bowen 2004). This research
suggested that some students chose to enroll in the course because their parents were
involved in urban agriculture and others were convinced by their friends’ positive views to
about the course. The impact of family background, family members, school teachers and
friends on students’ career interest and career choice also support Krumboltz’s (1979) social
learning theory of career decision-making, which indicates that family background,
neighborhood, and community influence individuals’ aspirations and actions (Mitchell &
Krumboltz 1996).
Although Thai and Australian students perceived family background, school teachers and
friends to influence their decision to choose the tourism and hospitality course, their career
decision appeared to be influenced by two major factors–family background and culture.
Both Thai and Australian students perceived that their job or career would allow them to
balance work and family responsibilities. Thai students, however, indicated stronger family
ties, which appeared to impact on their career options. The findings suggested that several
Thai students intended to look after their parents and therefore preferred to seek a job close
to their family. This finding reflects the Thai culture and the importance of family
obligations and supports Hofstede’s (2001) research on cultural dimensions which will be
discussed in more detail later in this chapter.
The perceptions of family obligation among Thai students were considered to have both
positive and negative impacts on employment in the tourism and hospitality industry. On
the positive side, students whose families lived in tourism destinations decided to work in
the industry, although they might not have otherwise been interested in a career in the
industry. On the other hand, students whose families were located outside tourism areas
were less likely to consider a career in the industry as a viable option. Although these
students were interested in a career in the industry, they recognised that employment
opportunities were limited for them. These findings support Dickmann and Mills’ (2010)
investigation into the important relationship between location and career decisions among
expatriates working in London. This particular study emphasised that employees select a
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particular location over others if it is seen to satisfy their lifestyle needs as well as career
development.
Another background contextual factor impacting students’ career interest and career
decision-making in the tourism and hospitality industry was cultural background. The
findings indicated that cultural background impacted on the way Thai and Australian
students perceive career and relevant skills required by the tourism and hospitality industry
in their countries. For example, Thai students perceived that language skills, especially
fluency in English, were essential to work in the hospitality industry, whereas no Australian
students saw language skills to be essential for the industry. These students’ perceptions are
likely to be correct and stress the importance of English language skills for Thai students.
The fact that having a second language was not seen to be important by Australian students
may be because Australia is an English speaking country, whereas Thailand is not and Thai
tourism and hospitality employees need to be able to speak English to deal with international
tourists. The importance of language skills, especially English among Thai students has also
been found by Baum (1996), who indicated that for Thailand, English language fluency is a
basic skill requirement for even entry level to the industry and this fact appears to be
recognized by these Thai students. The importance of language skills for employees seeking
a career in the tourism and hospitality industry has also been found in other non English
speaking countries. For example, Anafarta and Cizle (2003) found that possessing foreign
language skills played a significant role in becoming a hotel manager, as most managers in
their study appeared to be competent in English and German.
Cultural background also appeared to influence the way Thai students perceived their career
in the industry. The study found that among the 13 Thai students who had no intention of
seeking a career in the hospitality industry, one student said explicitly that he did not intend
to seek a career in the industry because his parents perceived working as a front line hotel
employee to be a job of low status and he intended to seek a career that matched his parents’
expectations or wishes. Although this finding was mentioned by only one student it
demonstrated the relationship between a negative image of a career in the industry and the
influence parents have on their children’s career decision-making in Thailand. Ironically,
the study suggested that the negative perception of a career in the industry appeared to have
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little impact on Thai students’ decisions to enroll in a tourism and hospitality course. One
possible explanation for this finding may be that in some countries, such as Thailand,
parents consider education to be important for their children. Therefore, they allow their
children to choose a course they are interested in or likely to be accepted into but some
parents may become concerned when their children later choose a particular career as they
may see this to have a negative impact on the family’s status or reputation. The important
influence of career image and parents on career decisions in the tourism and hospitality
industry has also been found to be an issue in China (Qiu & Lam 2004), Singapore and
Hong Kong (Nankervis 2002). In these countries, a career in the hospitality industry is
perceived as being a low status job and young people are not encouraged to work in the
industry, as parents perceive that serving people is comparable to losing face. Career image
and the influence of parents on career decisions were predominantly valued by Thai students
and were less of a concern for Australian students. The different views of career image and
the role of parents for Thai and Australian students supports Hofstede’s (2001) five national
cultural dimensions, which will be discussed later in this chapter.
It was also interesting to find that employment opportunities in the industry were perceived
to have no impact on students’ career decision-making. Most Thai and Australian students
regarded employment opportunities to have played an important role in their decision to
enroll in a tourism and hospitality course and they commented that they had enrolled
because they saw high employment demand in the industry. However, this did not appear to
play a major role in their decision to seek a career in the industry after graduation. One
likely explanation for this finding is that students realised during their studies that, although
employment demand in the industry was growing, employment opportunities depend on a
range of other environmental factors. For example, demand in tourism destinations (Baum
et al. 1997), the impact of seasonality (Leiper 2003) and knowledge and skills required by
the jobs (Harper et al. 2005; Jauhari 2006). As a result, students were likely to make their
career decisions based on a variety of factors, and not just on employment demand in the
industry.
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8.3.3 Factor 3: Learning Experiences
The qualitative study further investigated the relationship between the learning experiences
and students’ career decision-making process. It did this by focusing on the impact of
students’ experiences during their work-placement program, and several key findings
highlighted the impact of these work experiences on students’ career interests and career
decision-making. The qualitative findings supported the quantitative findings and indicated
that students’ learning experiences had an important influence on students’ career interest.
These findings suggest that Thai and Australian students perceived that their work
experience in the tourism and hospitality industry played an important role in establishing
their career interests and their decision to seek work in the industry after graduation. The
findings indicated that about half of the students considered that their work experience
helped them to decide what type of job or what kind of work environment was suitable for
them. This finding supports research conducted by Smith et al. (2004), which argued that
work experience provides students with opportunities to explore different jobs and learn
about their future career.
Furthermore, one third of Thai and Australian students indicated that their work experience
influenced their career decisions to work in the industry after graduation. The impact of
work experience on career decisions among tourism and hospitality students has also been
confirmed by previous studies. For example, Jenkins (2001) investigated career intentions
among Dutch and English hospitality students and found that students appeared to make
their career decision to either seek a career in the industry or not after they had gained some
work-experience in the industry.
Another key finding on the impact of learning experiences in the current study was that
students’ experiences appeared to strongly influence their self-efficacy and career interest.
Since work experience allowed students to gain career information, it seems likely that they
gradually learned the knowledge and skills required for certain jobs. For example, as
previously discussed, some Thai students learned that English was considered to be an
important skill for careers in front office and in food and beverage areas. Thus students with
low self-efficacy in terms of their English skills lacked the confidence to work in these
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areas. Work experience also provided students with opportunities to carry out a variety of
tasks. As a result, students tended to develop their self-efficacy based on their performance
with given tasks. In addition, several Australian students indicated that their work-
placement job gave them the confidence to enter and develop a career in the industry. Thus,
work experience tended to have a significant impact on the development of students’ career
self-efficacy and career interest. These findings support Bandura’s (1997) work on self-
efficacy and demonstrate the important relationship between individuals’ learning
experiences and outcome expectancies and the way these influence individuals’ perceived
self-efficacy and their ability to accomplish certain tasks or to pursue certain goals.
The qualitative study also indicated that Thai and Australian students had different
perceptions of the way work experiences facilitated their career in the tourism and
hospitality industry. Thai students suggested that work experiences allowed them to explore
possible career choices and facilitated their career entry into the industry after graduation.
Whereas, Australian students perceived work placement as developing relevant knowledge
and skills in the industry and they felt that their work experience allowed them to progress
their career in the industry after graduation. This difference between Thai and Australian
students may be attributed to cultural differences, however, an alternative explanation is that
it relates to the length of the work placement program required by different tourism and
hospitality courses. Thai students had approximately three months of work placement and
this relatively short period of time may only be long enough for students to explore and
learn a little about the industry. Australian students had a much longer period of
approximately ten months, and therefore their work-placement program may have provided
them with opportunities to start to develop and build their careers. As a result, the
Australian students focused on strengthening the knowledge and skills required at a career
entry level and then anticipated to advance their career further after they graduated.
8.3.4 Factor 4: Self-efficacy
Bandura (1997) suggested that individuals acquire self-efficacy through the relationship
between their personal self-efficacy beliefs and outcome expectancies. Through this process
they learn about their capabilities and their perceived self-efficacy, which tend to affect their
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ability to pursue certain tasks or goals. The current findings support the importance of the
concept of self-efficacy and also supported the quantitative findings that self-efficacy played
an important role in students’ career interest. Moreover, the findings suggested that students
developed their personal self-efficacy based on what they perceived there to be a match
between their personal attributes and the job or career. These personal attributes were
associated with students’ perceptions of their personality, personal interests and abilities that
match the job or career.
In terms of students’ perceptions of the match between personality and a job in the tourism
and hospitality industry, the findings indicated that certain types of personality traits were
perceived by students to have a positive impact on developing a long-term career in the
tourism and hospitality industry. The findings suggested that students perceived the industry
to be about looking after people. Thus, they highlighted that having a patient personality
and enjoying working with people were important personality traits for a career in the
industry and they tended to judge their self-efficacy based on this. As a result, some
students who perceived themselves as being impatient expressed low self-efficacy to work
as front line staff. Whilst these particular personality traits have not been identified in
previous studies, the importance of personality traits and skills has been noted in many
studies. For example, Akrivos et al. (2007) highlighted that people with particular
personality traits, such as being flexible, enthusiastic at work and possessing the abilities to
communicate effectively and deal effectively with diversity are likely to make better career
progress in the industry than those who lack these personality traits and skills. Stone and
Ineson (1997) also found two other personality traits to have a positive impact on a long-
term career in the industry, namely being open to change and self-assured.
Personal interests are associated with students’ preferences for different aspects of their
desired job or career. For example, some students wished to work in a front office because
they liked the atmosphere of the work environment, whereas other students not wishing to
work in food and beverage said they were not interested in routine tasks, irregular or long
work hours. This study and previous research indicate that a variety of positive and negative
aspects associated with the work environment and job requirements impact on career
decisions in the tourism and hospitality industry. In terms of positive aspects, Jauhari and
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Manktola (2009) investigated the impact of these on career decisions among hotel
employees in India. Their study indicated that many employees chose to work in a hotel
because they enjoyed being part of the glamour and atmosphere of a hotel workplace.
Similar findings were also found in Boon’s (2006) investigation of employees’ decision to
work in ski resorts, which found that many employees worked there because they enjoyed
the beautiful scenery of the place and the workplace provided them with opportunities to ski
after work. The influence of negative factors was investigated by Boella and Goss-Turner
(2005) and they identified several aspects of work in the tourism and hospitality industry
that many employees have difficulty coping with. These include working irregular hours in
the hotel and resort sectors, and rotating morning, afternoon, evening and night shifts.
In addition to personality and personal interests impacting on students’ self-efficacy, the
current study also suggested that students developed their self-efficacy based on a perceived
match between their skills and abilities and the requirements of a job. For example, some
Thai students who had work placements in housekeeping realised that housekeeping tasks
were physically demanding and decided they would prefer to work in front office, as these
tasks were less physically demanding. Among Thai students, as previously mentioned,
English was perceived to be an essential skill for working in front office and food and
beverage and some students felt reluctant to seek work in these areas if they perceived that
their English was poor. These findings suggest that the more students achieved a match
between their skills and abilities and the tasks required by the job, the higher their self-
efficacy was likely to be. These findings provide strong support for Schein’s (1978) concept
of career anchors, which argues that people choose their jobs based on their career
expectations and competencies.
Research suggests that a variety of others factors influence the way individuals develop their
self-efficacy, including gender, work experiences and background qualifications (Kidd
2006). These factors also emerged in the current study. Gender was perceived to be a
particularly important factor for achieving a match between job and career. As has been
discussed earlier, stereotypical views of appropriate jobs for male and female employees in
the hotel sector were evident amongst many Thai students.
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Other factors associated with students’ work experiences such as hierarchical organisational
management structure, colleagues and supervisors, training programs provided by the
organisation and feedback on students’ performance appeared to have a significant impact
on students’ self-efficacy. For example one male Thai student mentioned the influence of
colleagues and noted that since working in the industry he believed housekeeping was
female dominated, and so he felt more comfortable working in food and beverage amongst
male staff. Another Thai student indicated that he could not cope well with a long line of
management staff and as a result he felt stressed at work. Some Australian students
explained the impact of supervisors and training programs by noting that both provided them
with opportunities to learn and develop skills relevant to their jobs but supervisors’
consistent positive feedback on their performance built their confidence to progress their
career in the industry. These highlight the impact of aspects of the work environment, such
as colleagues, supervisors and training programs, on students’ career self-efficacy. The
importance of the work environment has also been recognised in previous studies. For
example, Davis (2004) suggested that supervisors, co-workers and opportunities for
promotion appeared to influence small business employees’ job satisfaction, as well as their
commitment to the organisation. Whereas Lee-Ross and Pryce (2010) have highlighted that
a lack of staff training and limited career opportunities for career progress in an organisation
impact on hospitality employees’ career decisions.
The study also seemed to suggest that background qualifications, whether undertaking an
Arts or Business degree, may impact students’ self-efficacy when choosing a career after
graduation. One Thai Arts student said that as English was an important skill for a career in
the hospitality industry, she felt that her employment opportunities in the industry were
diminished by students who graduated with an English degree. This suggests that students
want their tourism and hospitality course to include more opportunities to develop English
skills. One Australian Business student suggested that her degree gave her career choices
after graduation because she felt competent to seek a career within or outside tourism and
hospitality operations. This was because her Business degree provided her with transferable
skills and these could be applied to other business sectors. These findings reflect the
important relationship between the nature of a tourism and hospitality course and
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employment opportunities and the way these impact on students’ career self-efficacy. The
finding that business students perceived that their degree provided them with valued
transferable skills has also been found in other investigations of career destinations among
hospitality graduates (Rudall et al. 1996). This study suggested that business degrees
appeared to provide graduates with transferable skills highly valued by service business
sectors outside the hospitality sector and prepared graduates to run their own business
establishment. Although in the study only two students specifically emphasised the impact
of their degree on their career self-efficacy and career choices after graduation, these
findings, reflected the importance of the tourism and hospitality course structure and that
some courses may allow students to increase their career self-efficacy and provide broader
career choices than others. In this study, an Australian Business degree course appeared to
provide students with broader career choices, whereas a Thai Arts degree should offer a
course structure that enhances students’ confidence in English in addition to knowledge and
skills relevant to the tourism and hospitality industry.
Students’ self-efficacy appeared to also be influenced by their cultural background. This
study indicated that Australian students considered factors such as the skills and knowledge
required by the job, roles of supervisors, training programs and job performance to impact
on their self-efficacy. Whilst Thai students saw these to be important, they also considered
other factors. These included, as has been previously discussed, a match between gender
and job, parents’ approval prior to career decision-making and proficiency in English, all of
which appeared to have a significant impact on students’ self-efficacy and their decision to
apply for a certain job in the industry. Cultural differences of Thai and Australian students
will be further discussed in a later section.
8.3.5 Factor 5: Outcome Expectations
In this study, students’ outcome expectations appeared to be associated with two aspects of
students’ courses: the study experience provided by the university and work experience
provided by the tourism and hospitality industry. The findings suggested that students
perceived that outcome expectations played no significant role in their career interest and
career decision-making. These findings were reinforced the results obtained in the
quantitative study and some possible reasons for this finding are discussed below.
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The research indicated that although 65 out of 88 Thai and Australian students that what
they learned from the course was different from what they had previously expected, most of
the students intended to seek a career in the tourism and hospitality industry after
graduation. These findings indicate that a mismatch between students’ expectations and
their actual study experiences were unlikely to have a negative impact on students’ decisions
to enter the tourism and hospitality industry. Similar trends were also found with students’
outcome expectations about their work experiences during the work-placement program.
The findings indicated that among 16 students who viewed their work experiences
negatively, half of these students said they were still satisfied with their work experience.
On the other hand, among 67 of Thai and Australian students who were satisfied with their
work experience, half of these students expressed no intention to seek similar work after
graduation. These findings appeared to suggest that positive or negative outcomes of
students’ work experience were unlikely to predict their career interest or career decision-
making. Similar findings have also been found by an investigation of career aspirations
among young students (Bandura et al. 2001) suggesting that students tended to base their
career choices on their perceived occupational self-efficacy rather than their academic
performance. This study further suggested that young students are likely to make career
decisions based on their skills or the abilities required by the tasks rather than considering
their academic performance.
Although the current research indicated that outcomes of students’ work experiences were
unlikely to predict their career interests or career decision-making but the outcome of
students’ work experience was likely to influence their self-efficacy. Many students said
they gained more confidence to do their jobs as a result of positive feedback on their
performance and now felt more competent to make career progress in their job. The
interrelationship between outcome expectations, self-efficacy and career interest supports
previous research. Smith (2002) for example, investigated vocational interests in
information technology and found that students with computer anxiety expressed low career
interest in information technology. Therefore, providing students with a learning
environment that encouraged them to learn and explore more about information technology
helped students to increase their self-efficacy and career interest.
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8.3.6 Factor 6: Career Interest
According to social cognitive career theory, individuals develop career interests through the
interaction of their learning experiences, self-efficacy and outcome expectations and these
subsequently influence their career interests and choices (Lent et al. 1994). The current
findings, which have been discussed in terms of ‘Factor 3: Learning Experiences’, ‘Factor 4:
Self-efficacy’ and ‘Factor 5: Outcome expectations’ appear to support the interrelationship
between learning experiences, self-efficacy and outcome expectations and their influence on
students’ career interest in the tourism and hospitality industry. The study also found that
while learning experience and self-efficacy appear to directly impact on students’ career
interest, outcome expectations more directly impact on self-efficacy than career interest.
This finding supported the quantitative finding that outcome expectations did not predict
students’ career interest.
The findings indicated that learning experiences (students’ work experience) and perceived
outcome expectations (students’ work performance outcomes) were likely to influence
students’ self-efficacy. For example, some Thai students learned that housekeeping was
physically demanding and so students who considered that they lacked the required physical
strength expressed low self-efficacy for seeking a career in housekeeping. Another example
of the way the relationship between self-efficacy and outcome expectations can influence
students’ career interests and build their confidence to seek a career in the industry, occurs
when students receive consistent positive feedback from supervisors on their performance.
The findings also suggested that although students’ career interest is likely to be influenced
by the interaction of learning experiences, outcome expectations and self-efficacy factors,
other factors–individual factors (gender) and individuals’ background contextual factors
(family background)–may also have a direct impact on students’ career interest in the
tourism and hospitality industry. The study found that gender influenced career interest,
especially among Thai students who had more stereotypical views of the match between
gender and career than did Australian students. Family background appeared to influence
students’ career interest as findings indicated by the finding that one Thai student and three
Australian students enrolled in the industry because their parents had a business in the
industry or family members worked in the industry and these students considered that the
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course would facilitate their entry into the industry. Similar findings on the influence of
family background were found in a previous study investigating the impact of family
background. This research suggested that family background affected an individual’s
development of an enterprising personality and could be used to predict patterns of
enterprising interest (Schröder & Schmitt-Rodermund 2006).
8.3.7 The Relationship between Career Interest and Career Decision-Making
The quantitative study investigated the impact of individual factors (gender and age),
individuals’ background contextual factors, learning experiences, self-efficacy and outcome
expectations on students’ career interest. The qualitative study was conducted to expand
further on these quantitative findings and to explore and understand how and why these
factors impact on students’ career interest. In the previous sections the impact of each of
these factors on students’ career interest has been discussed. This section seeks to
demonstrate the relationship between students’ career interest and career decision-making in
the industry. The findings obtained from the qualitative study suggested that career interest
was likely to predict career decision-making. This finding supported the current theoretical
framework–social cognitive career theory–and hypothesised that career interest was likely to
predict career decision-making (Lent et al. 1994). The qualitative findings also suggested
that the relationship between career interest and career decision-making develops in
complex ways.
According to a total of the 88 participants interviewed (23% of the total students who had
returned from work-placement), 71 of these students intended to seek a career in the industry
after graduation (38 of 40 Thai Arts students or 95%; 25 of 36 Thai Business students or
69%; 8 of 12 Australian Business students or 67%). This rate is considerably higher than
was found in an earlier study conducted by Jenkins. Jenkins (2001) investigated the career
intentions of hospitality students from the Netherlands (n=58) and the UK (n=80) and found
that approximately 44% of Dutch hospitality students and 45% of UK hospitality students
expressed an intention to seek a career in the industry after graduation. It is unclear why
these different results were obtained but a number of factors appear important. Firstly the
research was conducted ten years earlier and in different countries. Also whilst Jenkins’
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(2001) study suggested that students’ work experiences influenced their intention to seek a
career in the hospitality but it did not explore the way students’ work experiences influenced
their career decision-making and the findings may reflect upon the nature of these students’
work experiences. The current study provides some support for this suggestion and found
that most Thai and Australian students were satisfied with their work experience (67 of 88
students) and were likely to seek a career in the industry. This study also found that self-
efficacy appeared to be the key factor for Thai and Australian students’ career interest and
their career decision-making. The findings indicated that students’ perceived congruency
between their self-efficacy and their career was important because they identified that they
were interested in a job that fitted their personalities, interests and abilities. This was also
ranked as one of the most influential factors for students’ career decision-making in terms of
whether or not to seek a career in the industry after graduation.
Another interesting finding from the current study was that, despite students’ perceptions of
pay and salary structure, location of their workplace and organisational attributes were
considered more important for achieving their desired career. These factors were not,
however, perceived to be the most influential factors for the career decision-making of Thai
and Australian students. The findings indicated that Thai and Australian students based
their decision-making on their self-efficacy (personality, personal interest and ability), job
requirement, opportunities to use their knowledge and skills and their career prospects or
progress. One possible explanation was that students had clear ideas of what factors were
important for their desired career and these were that they would be paid in accordance with
their expectations, that their workplace would be located in an area that facilitated their life
style or family commitments, and that the organisation would provide them with good career
opportunities or work stability. This exploration of factors associated with students’ career
decision-making appeared to indicate, however, that students considered it was important for
them to enter the industry or continue to make career progress in the industry after
graduation. Thus they decided to seek a career in the tourism and hospitality industry for the
factors identified above and because they liked the work, felt confident to perform the job,
and were comfortable with the work environment. They also sought opportunities to use
their knowledge and skills and explore their career prospects or opportunities in the industry.
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As can be seen, the relationship between career interest and career decision-making is
complex. Career interest appears to be influenced by different individual factors (such as
pay and salary that facilitate lifestyle or financial plans, family commitments and self-
efficacy). Whereas career decision-making appears to be influenced by students’ preferred
career path, whether they seek career entry or career progress, which is likely to change
according to individuals’ background contextual factors or environmental factors, such as
family obligations, the impact of job requirements and work environment on personal
efficacy beliefs, employment demand, and career opportunities within an organisation or the
industry. These may either support or be a barrier to career choices and are often
unpredictable. As a result, the current findings suggested that students were likely to
generate their career options based on their career interest, but their career decisions were
likely to be made on the basis of congruency between their outcome expectations of
different career paths in the industry and a variety of environmental factors associated with
their career choices. This finding is similar to those found in an investigation of students’
decision to enroll in a library and information science course (Moniarou-Papaconstantinou et
al. 2010). This study found that many students did not select the course which was their first
choice. Instead students chose a course because it provided a better chance to enter
university and offered good career opportunities after graduation compared with other
courses. This study suggests that obtaining entry to university was perceived to be
important for these students at this stage of their life. Therefore, they applied for a course
which meant they would be accepted into university, rather than a course they were more
interested in but were less likely to be accepted into. An investigation of employees’
decision to enter the tourism and hospitality industry in New Zealand (Brien 2004) found
that many employees entered the industry because they needed a financial income while
they were looking for a job they liked and it was easier to get a job in this industry than
others. Thus at times it seems likely that people make career decisions based on what career
options are currently available to them, and this may limit their ability to choose their
preferred career.
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8.3.8 Cultural Interpretation of the Thai and Australian Tourism and HospitalityStudents on Career Decision-Making
It would appear that four of Hofstede’s five dimensions of national culture (2001), appear to
be associated with the career decision-making of Thai and Australian students. These
dimensions were masculinity versus femininity, individualism versus collectivism, power
distance and uncertainty avoidance.
Masculinity versus femininity refers to stereotypical views of appropriate careers for men
and women and was discussed in terms of ‘Factor 1: Individual factors (Gender and Age)’.
As was highlighted in this discussion Thai students emphasised the importance of achieving
a match between gender and job. For example, men were seen to suit jobs in food and
beverage and women were perceived to suit housekeeping jobs. Australian students
appeared to disregard these stereotypes thus Thais tended to endorse stereotypical views of
male and female behaviour more than Australians. This may be because Australians live in a
society that stresses equality of career opportunities for men and women. This suggests that
this dimension (Hofstede 2001) is more relevant for understanding a Thai culture than an
Australian culture.
Individualism versus collectivism appeared to be associated with the influence of family
obligations and career status on students’ career decision-making. Thai students wanted
their workplaces to allow them to live with their parents or be located close enough to look
after their parents. They also expressed the wish that job status or career should be perceived
positively by their parents or their community. Whereas, Australian students appeared to be
less concerned about the image of the industry and based career decisions on their individual
life style. For example, they wanted their career to allow them to balance work and family
commitments or allow time after work to socialise with friends and family members. The
way in which family obligations and career image impact on career decision-making were
discussed in ‘Factor 2: Individuals’ background contextual factors’, but these findings
appear to support Hofstede’s (2001) findings that Thais have strong family ties and opinions
are predetermined by the group rather than the individual, and that Australians feel less
responsibility towards family, and their personal opinions and individual needs are valued
more.
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Power distance appeared to be associated with the different perceptions of Thai and
Australian students regarding the influence of parents’ views on students’ career decision-
making. Thai students appeared to seek approval for their career choices from their parents
prior to making a career decision, whereas Australians students made their decision based on
their personal interests rather than their parents’ views. These findings support Hofstede
(2001) and suggest that Thai children are taught to respect parents, expected to be obedient
and become independent at a later age. Thus Thai parents continue to exert a powerful
influence on the career decisions their children make. Australian children, on the other
hand, tend to treat parents with less respect than Thai children and are expected to become
independent at a younger age and to take more responsibility for their career decisions.
Interestingly, one of the key cultural dimensions differentiating students in Thailand and
Australia appears to be uncertainty avoidance. Hofstede (2001) research suggested that
Thai employees prefer to stay with the same employer and to work for larger organisations,
whereas Australians are less hesitant to change employees and less influenced by the size of
an organisation. The current study did not endorse this and indicated that Thai and
Australian students shared similar views and preferred to work in larger organisations. Thai
students perceived that larger organisations provided higher job stability and better career
opportunities, pay and incentives; whereas Australian students perceived that large
organisations provided better career opportunities and enhanced their career path in the
industry. These differences indicated one of the more interesting results in the current study,
which was that while Thai and Australian students may make similar decisions, they make
them for different reasons. Thus Thai students tend to focus on security and Australian
students focus on future opportunities rather than current benefits.
The impact of the size of tourism and hospitality establishments on career decision-making
also supports previous research findings. For example, Martin & Gardiner (2007) suggested
that small and medium business establishments such as pubs and restaurants provide good
short-term career opportunities, whereas larger business establishments provide better long-
term career opportunities. This is because large business establishments tend to have well-
developed human resource structures that provide employment opportunities for different
aged employees. This view is consistent with the findings from an investigation by Magd
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(2003) of older employees in hospitality business establishments in the UK, which found
that older employees tended to be employed by large organisations with formal human
resource structures. Qui and Lam (2004) has previously highlighted the importance of
business establishments providing career paths in the tourism and hospitality industry in
China. This study indicated that large business establishments, such as Ritz Carlton, Holiday
Inn and Sheraton, were perceived by employees to provide better employment conditions
such as staff training, and the opportunity to subsequently enhance their career in the
industry.
These positive views of the employment opportunities provided by large business
establishments suggest that the tourism and hospitality sectors in different countries operate
similarly, and that large organisations can satisfy staff expectations of their career better
than smaller organisations. None of these studies have, however, considered the way in
which culture influences career choices and further research is needed to better understand
how large or small organisations may meet employees’ cultural needs. Further
investigations may have useful implications for organisations and assist them to provide
staff with appropriate work environments and conditions. In the current study, one
Australian student who worked in the front office in a five star international hotel chain
commented that staff working in hospitality come from different ethnic and religious
backgrounds, and so at times it was difficult for her to fit into a work environment where she
was a minority group member in the staff team. This finding indicates that even in a large
organisation, which can provide better career paths in the industry, diversity of cultural
groups may impact on employees’ decisions regarding their organisational choices.
8.4 Contributions of Qualitative Findings to the Quantitative Study
The quantitative study highlighted that gender, individuals’ background contextual factors,
learning experiences and self-efficacy influenced students’ career interest in the industry,
whereas, age and outcome expectations had no impact on their career interest. These
findings were important because they identified factors which influenced students’ career
interest, but they could not provide a comprehensive explanation of how these factors
influence students’ career decision-making process. The qualitative study, therefore, was
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employed to provide context, depth and meaning to the quantitative findings and it was
anticipated that the qualitative study would provide more holistic understanding of how
these factors influenced career decision-making among Thai and Australian tourism and
hospitality students.
The qualitative study further investigated the roles and impacts of these factors on career
decision-making of Thai and Australian students and the findings were consistent to the
quantitative results. The qualitative findings explained the roles of gender, individuals’
background contextual factors, learning experiences and self-efficacy impacting on students’
career decision-making at different stages of their pathway into the industry. At the initial
stage of the students’ career pathway into the industry, individuals’ background contextual
factors, for example family, friends, school teacher and job opportunities, were perceived to
impact on their decision to choose a tourism and hospitality course because they expected
the course to provide them with career opportunities in the industry after graduation. Later
learning experiences or students’ work-placement program and self-efficacy were perceived
to influence students’ career decisions. The qualitative study also highlighted that a variety
of issues associated with students’ work-placement experiences, such as the management
structure of the organisation, training programs offered, colleagues and supervisors, had an
impact on the way they perceived their abilities and decided whether a match existed
between themselves and jobs in the industry. The qualitative study also provide further
explanation for the quantitative results that age and outcome expectation factors were
appeared to have no impact on Thai and Australian students’ decision to seek a career in the
tourism and hospitality industry. The qualitative findings suggested age was not appeared to
impact students’ career decisions may be because most of them were young and as a result
they might not be aware of age might affect their career in the future. Outcome expectations
were also perceived to have little impact on students’ career decision in the industry which
the qualitative study highlighted that students appeared to do not base their decisions only
on the outcome of their academic performance or work experiences in the industry.
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8.5 Conclusion
This chapter has discussed the findings obtained from the qualitative study and related these
findings to previous research. This discussion was organised around the factors
suggested by Lent, Brown and Hackett’s (1997) social cognitive career theory, which was
the theoretical framework used in the current study and seen to be associated with
the career decision-making process. The discussion identified a variety of influences
associated with the six major factors–individual factors (gender and age), individuals’
background contextual factors, learning experiences, self-efficacy, outcome expectations
and career interest. The chapter also discussed the relationship between career interest and
career decision-making. It described how the findings supported the theory that career
interests were likely to predict students’ decisions to seek a career in the tourism and
hospitality industry but suggested that the notion of career interest was more complex than
previously anticipated. The findings indicated, however, that career interests appeared to be
limited by individual and environmental factors such as family obligations, financial plans,
employment demand at tourism destinations and seasonality. The discussion of the
qualitative study concluded with a consideration of the way Thai and Australian students
perceived these factors from their particular cultural perspectives. The next chapter presents
the conclusions of the current study and notes the implications of these findings for the
provision of the tourism and hospitality courses and identifies issues for further research.
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Chapter Nine
Conclusions and Implications
9.1 Introduction
This chapter concludes the current investigation into what factors drive the career decision-
making of Thai and Australian tourism and hospitality students. The chapter begins with an
overview of the study and briefly mentions why the study was initiated and how it was
developed. Then it summaries the key findings and highlights important issues relevant to
career decision-making amongst Thai and Australian tourism and hospitality students. This
chapter also identifies the limitations of the study and includes recommendations for future
research into career decision-making. On the basis of the research findings emerging from
the current study, the chapter concludes with suggestions about the way an understanding of
the career decision-making process can be used by universities to assist tourism and
hospitality graduates to develop their career within the tourism and hospitality industry.
9.2 An overview
The current study investigated what factors appear to drive the career decision-making of
Thai and Australian tourism and hospitality students. This study was conducted to identify
various factors that Thai and Australian students perceived to play an important role in their
decision to seek a career in the industry. It also sought to understand the way these factors
impacted on Thai and Australians’ career decision-making and how their cultural
interpretations influenced their decision-making. The study used a social construction
framework, specifically Lent, Brown and Hackett’s (1994) Social Cognitive Career Theory,
to investigate career decision-making. This theory helps to provide guideline for the
identification of factors that are seen to influence individual’s career decision-making
behaviour. These include individuals’ different backgrounds, their learning experiences,
environmental factors such as social, cultural, economic and educational conditions and an
individual’s cognitive learning. The current research employed both quantitative and
qualitative methods to help identify a variety of factors that Thai and Australian tourism and
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hospitality students perceived to influence their decision either to seek a career in the
industry or to choose an alternative career and provide better understanding of the way these
career decision-making factors are interpreted by Thai and Australian students.
The findings suggested that there were no simple explanations for why some students seek a
career in the industry and others do not. The findings indicated that career decision-making
can be influenced by a variety of factors and these tend to be interrelated. In addition to
these factors, choices about career pathways in the industry and other environmental factors
also impact on the way students make career decisions. The study found that students tend to
choose their career pathway based on their career interest, however, environmental factors,
such as job requirements and employment demand, either facilitate or limit their ability or
opportunity to achieve their desired career pathway. Therefore, career decision-making is
likely to be dependent on the congruence between choice of career pathway in the industry
and a variety of environmental factors at the time career a decision has to be made.
Nevertheless, the cultural background of students also plays an important role in their career
decision-making process. The study found that although Thai and Australian students
identified factors that influence their career decision-making similarly, they perceived issues
associated with these factors differently. These included how they perceived a match
between themselves and jobs, their perception of skills required by the job, concern about
job image, and the extent to which family obligations influenced career decisions.
9.3 The Key Findings
The current study endeavoured to identify various factors that Thai and Australian students
perceived to play an important role in their decision to seek a career in the industry. It also
sought to understand the way these factors impacted on Thai and Australians’ career
decision-making and how their cultural interpretations influenced their decision-making.
Despite, the quantitative and qualitative results that identified the factors influencing career
decision-making of Thai and Australian students with more in-depth explanations for the
roles and impacts of these factors play on the students’ career intention in the tourism and
hospitality industry. The study also highlighted several key findings.
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The first key finding emerged from the fact that several factors were perceived to influence
the career decision-making process of Thai and Australian students and these factors were
likely to be interrelated which could significantly impact students’ career decisions either
positively or negatively. For example, in terms of the impact of the relationship between
learning experiences and self-efficacy the study found that some students gained more
confidence to continue working in the industry because they received consistent positive
feedback from their supervisors during the work-placement. Another example shows the
interrelationship between gender, learning experiences and self-efficacy. Thus, a Thai male
student after his work placement commented that he perceived that housekeeping was
predominantly a female job. As a result, he did not intend to seek a career in this area as he
lacked the confidence needed to work with female colleagues. These findings, therefore,
highlighted that students tended to make career decisions based on several factors and the
way they perceive the interactions of different factors impacted on their career choices.
Next key finding is based on the observation that several factors were perceived to
influencing career decision-making. However, these factors tended to impact differently on
students’ career decision-making during their educational pathway into the industry. The
study suggested that individuals’ background contextual factors such as family background,
friends, school teachers, employment opportunity in the industry and self-efficacy (the
likelihood of being accepted into the course) were perceived to play an important role in
students’ decision to choose a tourism and hospitality course, whereas gender and learning
experiences (previous work experience in the industry) were perceived to have little impact
on course selection. On the other hand, learning experiences and self-efficacy became the
most influential factors on students’ career decision during the final year of their course
because students had the opportunity to explore jobs and career paths in the industry and
ascertain whether a match existed between themselves and tourism and hospitality jobs or
careers. The different impacts of the identified factors on students’ career decision-making
process, therefore, highlighted that several factors can impact on students’ career decision-
making, but students tend to base their career decisions on specific factors at particular
stages of their careers.
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Another key finding derived from the observation that the students ‘career pathway in the
industry also has important implications for career decision-making. The study found that
students’ preferred a career path–whether they seek career entry or career progress–which
was likely to change according to other environmental factors (i.e. the impact of job
requirement and work environment on personal efficacy beliefs, employment demand, and
career opportunities within an organisation or the industry). These may either support or be a
barrier to their career choices and are often unpredictable. Career decisions were, therefore,
likely to be made on the basis of the congruence between students’ expectations of different
career paths in the industry and a variety of environmental factors associated with their
career choices. This finding emphasised the important role of unpredictable environmental
factors that can either have positive or negative impact on students’ abilities to make career
decisions after they graduate.
Final key finding emerged from the way Thai and Australian students approach their career
decision-making. The research indicated that Thai and Australian students perceived the
impact of the identified factors on their career decision-making differently and the
differences influenced by three cultural dimensions: masculinity versus femininity,
individualism versus collectivism and power distance. The study found that whilst the
career decision-making of Thai students were influenced by stereotypical views about a
match between gender and job, job status as viewed by family and community and some
indicated that they required parental approval for their career decisions. These were viewed
as less relevant for Australian students with their career decision-making being based
instead on opportunities to develop their skills and career prospects in the industry. These
highlighted that cultural environment can either encourage or be barrier to tourism and
hospitality students to make their career entry to the tourism and hospitality industry.
9.4 Contribution to Knowledge
The previous sections have summarised the research findings to provide a better
understanding of career decision-making among Thai and Australian tourism and hospitality
students and highlighted the way Thai and Australian students perceive a variety of factors,
which influence their decision to pursue a career in the industry. The study also has valuable
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implications for three major perspectives: theory and research in career decision-making
perspectives, tourism and hospitality industry perspectives, and cultural perspectives.
9.4.1 Theory and Research in Career Decision-Making Perspectives
One of the key findings in this study is that several factors were perceived to influence the
career decision-making process of Thai and Australian. Thus, the findings indicated that
Thai and Australian tourism and hospitality students perceived individual factors (gender
and age), individuals’ background contextual factors, learning experiences and self-efficacy
to play a major role in their career decision-making. The current study, therefore, has
contributed to the knowledge of career decision-making theories by supporting Krumboltz’s
(1979) social learning theory as a precursor to the notions of Lent, Brown and Hackett’s
(1994), that family members, school teachers, friends and career opportunity influence on
students’ career interest and career choice. Significantly, the study has strengthen the notion
of Lent, Brown and Hackett’s (1994) social cognitive career theory that people make career
decision based on several factors–individual factors, individuals’ background contextual
factors, learning experiences, self-efficacy, outcome expectations and interest. Hence, the
theory is applicable for further investigation of career decision-making within the Western
context and also beyond. In addition, the current research supports the theory that several
factors associated with individuals’ career decision-making are likely to be interrelated
which could impact the way individuals make their career decision positively or negatively.
Cultural environment, for example, it may be perceived as more or less important by people
from different cultures. As the study showed Thai and Australian students based their career
decision-making on similar factors but they perceived these factors differently. For example,
Thai and Australian students perceived that the work-placement component of their course
played an important role in their future career development. Thai students, however, valued
the work-placement as important because it allowed them to explore career opportunities in
the industry. Whereas Australian students saw their work-placement as a chance to start
their career and make faster career progress after graduation. The study, therefore, underlies
that people from different cultures may recognise the importance of similar factors but have
their own interpretation of factors influencing career decision-making.
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In addition, the current study used a questionnaire survey which was developed from factors
identified by previous studies in tourism and hospitality industry which were combined with
two previous validated career inventories; Career Decision-Making Self-Efficacy Scale-
Short Form (CDMSE-SF) and Schein’s Career Anchors. Specifically, previous studies had
used these career inventories separately and hence relied predominantly on quantitative
analysis to determine the impacts of self-efficacy and career expectation on the way
individuals make career decisions. The results of this study have shown that the
combination of the Career Decision-Making Self-Efficacy Scale-Short Form (CDMSE-SF)
with Schein’s Career Anchors, further supported by a number of additional influential
factors found within the literature, has proven to be a valuable research instrument, that
could be used effectively in future studies of this nature. Moreover, the collection of
additional qualitative data within this mix methods approach has ensured that the results
were both comprehensive and meaningful. Subsequently, this thesis has enhanced previous
methods similar types of studies by developing a comprehensive instrument supported by a
qualitative research process designed to gain a deeper understanding of these issues. As a
result, this innovation has provided a deeper and more meaningful assessment of factors
influencing career decision-making among tourism and hospitality students. Particularly,
Career Decision-Making Self-Efficacy Scale-Short Form (CDMSE-SF) and Schein’s Career
Anchors can be useful career inventories to provide further career study for wider group of
students in Thailand or elsewhere.
9.4.2 The Tourism and Hospitality Industry Perspectives
The current study provided an insight into students’ career decision-making process and its
findings have contributed to a better understanding of career decision-making in the
industry, which is applicable to both tourism and hospitality educational providers and
industry practitioners.
For tourism and hospitality educational providers
The current study highlights one of the key findings that although Thai and Australian
students perceived several factors impacting their career decision-making in the tourism and
hospitality industry. However, these factors tended to impact differently on students’ career
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decision-making during their educational pathway into the industry. The current study
provided a structured model to demonstrate how students develop their career interest and
make their career decision and identified the complex range of factors associated with
students’ decisions. These included the structure of their course, their work experiences,
family background, work-placement experiences and cultural values associated with job and
career pathways in the industry and other environmental factors (i.e. job requirements and
employment demand) can undermine students’ ability to make the desired career decisions.
All these factors exert an influence on students and the decisions they make. These findings
have contributed to the existing literature that it is important for tourism and hospitality
educational providers to recognise a variety of factors and the roles they play on students’
career pathway in the industry.
Specifically, the key findings highlighted in the current study also can be useful for tourism
and hospitality educational providers to help tourism and hospitality students develop
satisfying career in the industry by focusing on structure of the course and work-placement
program. As the research suggested tourism and hospitality courses impact on students’
intentions to seek a career in the industry. The study found that the structure of a course–
whether an ‘Arts’ or ‘Business’ degree–was likely to influence the way students perceived
their ability to achieve their career choices. For example, Thai Arts students indicated that
their course should provide better English skills as they saw fluency in English as a basic
requirement for career entry to the tourism and hospitality industry and students with better
English language backgrounds from other degrees undermined their career chances. Whilst
Thai Arts students were concerned about their ability to enter the industry, Australian
Business students seemed confident about securing a suitable job after graduation because
they believed that their course provided them with skills and knowledge which were
transferable to a wide range of service businesses. As the results indicated Thai Arts
students expressed low self-efficacy in terms of their ability to compete with students more
proficient in English to gain an entry level position in the industry, whereas Australian
Business students expressed high self-efficacy to seek a career either within or outside the
industry. As can be seen whether self-efficacy is high or low, it affects the career intentions
of tourism and hospitality students. Therefore, whether it is a Thai Arts degree or other
tourism and hospitality course providers in Thailand need to recognise the important role
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language skills play in facilitating students’ career within the industry. Providers of
Australian Business degrees or other tourism and hospitality courses in Australia should
encourage their students to see the benefits of having a long-term career in the industry
because employees with relevant qualifications and work experience are likely to advance
their career path in the industry more effectively and receive higher pay than those without
(Hjalager & Anderson 2001).
In addition, whilst the current study supported previous research indicating that work-
placement plays an important role in students’ career decisions, the study also found that the
relationship between work-placement and students’ career decision-making appears to be
connected to students’ perceived self-efficacy. Previous studies suggested that work-
placement programs provide students with an opportunity to experience the actual work
environment and achieve a better balance between students’ expectations and the reality of
their work experience. It has been suggested that this work experience caused many
students to decide not to seek a career in the industry (Jenkins 2001; Littlejohn & Watson
2004; McMahon & Quinn 1995; Raybould & Wilkins 2005). The fact that work-placement
provides an opportunity for students to experience the actual work environment, was also
found to be relevant in the current study but it was regarded positively by most students.
The current study found that the work-placement program was also seen by Thai students,
without prior work-experience in the industry, as an opportunity to explore different jobs or
career paths within the organisation. For Australian students, the work-placement program
was seen as their entry to the industry and therefore enabled them to make better career
progress in the industry prior to graduation. These findings highlighted that students
commence their work placement with different goals and these goals tend to have a more
powerful impact on their career decisions than the perceived match between their
expectations of the industry and learning experiences provided by their organisation.
The study also suggested that there are other issues associated with students’ work-
placement experience which could impact their decisions whether to seek a career in the
industry. These include organisation’s management, work-placement programmed provided
by the organisation, supervisors and colleagues play significant roles on students’ work
experience. Most students, however, intended to work in the industry: they basically liked
204
the nature of the job (for example, they enjoyed meeting and working with people), they
considered that they had the ability to do the job and were familiar with the work
environment (for example, they liked people whom they worked with and they knew how
daily work routines operated and they liked the work atmosphere). In other words, they
based their career decision-making on there being a match between their self-efficacy, the
job and, as previously mentioned, students developed and enhanced their self-efficacy
during work-placement. Therefore, work-placement helps students to find the job that
matches their personal interests and that they have the ability to do well. This may also
explain why some students, who intended to work in the industry, did not wish to apply for
the same job as they had during their work placement. These students lacked the confidence
to perform the job they did but because they enjoyed meeting and working with people and
liked the work environment they intended to stay in the industry but to look for an
alternative job or career within the industry. This implies that those students who decide not
to seek a career in the industry may do so either because they perceived that they were not
competent to perform the job or simply because they did not like the job or working in the
industry. Therefore, it is important for tourism and hospitality educational providers to
develop a meaningful work-placement program and provide strategies that enable students
to obtain and regain their confidence to achieve their career goals in the industry.
For tourism and hospitality industry practitioners
The study provided some support for previous studies have suggested that many people
leave the industry because they do not like irregular work hours, long work hours and
uncertain work shifts required by the industry (Boella & Goss-Turner 2005; O’Leary &
Deegan 2005). As the study suggested the industry is predominantly female as
demonstrated by the fact that about 80% of Thai and Australian students participating in the
study were female. The study also found that some female students indicated that physically
they could not cope with their irregular and long work hours in food and beverage and front
office areas. These findings may explain results reported in previous studies suggesting that
male employees tend to better develop their career path in food and beverage whereas
female employees chose housekeeping, sales and marketing (Li & Leung 2001; Wood
1997) and administration (Hjlager & Anderson 2001) positions. The current study implied
205
that female employees, especially in the hotel sector, may be unable to compete with male
food and beverage employees because they physically cannot cope with sustained irregular
and long work hours. Thus, these findings could be useful for tourism and hospitality
practitioners to improve working conditions and staff training programs to facilitate female
employees to manage daily operations and achieve career progress in the organisation. For
example, if organisations wish to retain female employees in food and beverage areas, the
management may need to improve staff rosters by focusing on the number of work hours
and time of the work shift to allow female staff to physically cope and also to manage their
family commitments. These strategies could subsequently allow female employees to
balance their responsibilities between work and family life and manage a physically
demanding job.
The current study found that for some employees they value other issues to be more
influential in determining their career decision than the negative natures of work in the
industry. These are associated with several aspects of the work environment including line
of management, supervisors and colleagues can have positive or negative impacts on their
abilities and confidence to continue their career in the industry. These findings imply that at
an operational level, staff perceived that line management, their supervisors and colleagues
have important implications for the outcome of their daily performance and their career
commitment in the organisaiton. For example, a long line of hierarchical management in the
organisation may cause higher stress among operational staff as they are unclear about
whom they report to or which supervisor or manager might help them to handle guests.
Supervisors with helpful characteristics are perceived to have a positive impact on
employees’ task performance. It was also suggested that some employees may be less
enthusiastic about work when they represent a cultural minority within the team. These
findings have provided additional issues that appear to be associated with employees’
perceptions of the work environment at operational level. Tourism and hospitality
practitioners, therefore, could use this knowledge to create a more positive work
environment for their staff and encourage them to commit to a long-term career in the
organisation. For example, operational managers need to provide employees with clear
instructions about who their supervisor is and which manager they report to and clear
206
guidelines for dealing with guests. These strategies help staff to perform their daily tasks
more effectively, make employees’ work life less stressful and develop their confidence.
Subsequently, these strategies enable staff to deal with problems that occur in frontline
service and they know exactly whom they can approach for assistance regarding further
actions.
Another interesting finding related to the industry’s pay structure as perceived by Thai and
Australian students. Previous studies suggested that tourism and hospitality employees
often received lower pay, in the hotel sector particularly, compared with other industries
(Kelley-Patterson & George 2001; Wong 2004). This finding was supported by Australian
students but not by Thai students. The qualitative findings revealed that a quarter of
Australian students did not seek a career in the industry after graduation because they
considered the pay in the industry to be relatively low. One Australian student who worked
in a five star hotel stressed that employees seemed to be underpaid. In contrast Thai
students had positive perceptions about pay in the industry. They commented that as new
graduates the industry provided relatively good pay. Thai students identified that the pay
structure especially in the hotel and resort sectors, to be satisfactory since as well as their
salary they also receive free meals (staff in some organisations are in fact provided with two
free meals–before and after their work shift) and some hotels and resorts also provide free
accommodation for employees. In addition to these benefits, employees also receive a
‘service charge’ which is basically a commission of the room sale revenue that the hotel or
resort gives to all employees every month. All these benefits make the pay structure of the
industry appealing to Thai students and encourage them to initially seek work in the hotel
and resort sectors. However, service charges and free accommodation were not mentioned
by Australian students as incentives. These findings demonstrate that the pay structure of
the industry varies in different countries and this can have either a positive or negative
impact on employees’ career decisions regarding the industry. It would also suggest that the
tourism and hospitality industry in Australia could consider the use of other benefits to
compensate employees for their relatively low pay.
Finally, the study found a relationship between organisational attributes and career decision-
making in the industry. Previous research suggested that organisational attributes including,
207
location, size and management practices can have significant implications for employees
seeking to develop a career in the industry (Qiu & Lam 2004; Riley et al. 2002). The
present study also found that organisational attributes, especially location and size of the
organisation were perceived to have important implications for both Thai and Australian
students. In terms of location, Thai students perceived that popular tourist destinations
provided employees with more career opportunities and better pay whereas Australian
students valued the location of their workplace to satisfy their lifestyle and financial plans.
The size of an organisation was seen by both Thai and Australian students as important with
larger organisations being perceived to facilitate career success and satisfy employees’
career expectations better than smaller organisations. These students also indicated that
larger organisations provided better employment conditions in terms of pay, training for
employees, employment stability and their career development in the industry. The present
study, therefore, has indicated that business establishments in the tourism and hospitality
industry appear to operate similarly in Thailand and Australia with larger organisations,
compared with small organisations, providing better work conditions for employees and
being more willing to enhance employees’ abilities and assist them to develop their long-
term career and success in the industry.
9.4.3 Cultural Perspectives
The current study has strengthen the notion of the relationship between career decisions and
culture that are closely interrelated, because culture underpins fundamental judgments made
by individuals and influences their behavioural intentions, expectations and outcomes
relevant to a particular career (Hofstede 2001). The findings indicated that Thai and
Australian culture had important implications for students’ judgments regarding their career
interest and career decision. For example, Thai students expressed more concern over the
gender appropriateness of a job (i.e. “Food and beverage is a man’s job whereas housekeep
is a woman job”), but Australian students were less concerned about the match between
gender and job. These findings demonstrate that culture influences individuals’ judgment
about job selection and may influence line management in the organisation. As a result, it
can be expected that in a Thai context, food and beverage is likely to be a predominantly
male domain whereas housekeeping is likely to be predominantly female.
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The study also highlighted that Thai students, their career choices and career decision were
based not only on their own judgments and wishes, but needed to take account of their
family and community. For example a Thai student suggested that he did not intend to seek
a career in the industry because his parents advised him that since he has a university degree,
he should find a better and higher status job than as a frontline staff member in the tourism
and hospitality industry. Whereas Australian students appeared to indicate that they had
more control over their career choices and career decisions and it is likely that their culture,
as mediated by parents, family and peers, encourages them to do this. In addition, the
current study suggests that some cultures may provide greater opportunities for individuals
to gain and express their self-efficacy than others. The current findings relating to these two
cultural dimensions demonstrate that Thai students’ self-efficacy to make career decisions
appeared to be limited by stereotypical views about gender roles as well as by the
perceptions of their family and community towards a career in the industry. The culture of
Australian students on the other hand, allows them greater opportunities to exercise their
self-efficacy when making career choices and career decisions. Accordingly, the study
provides a better understanding of how the cultural interpretations of career decision-making
are perceived by tourism and hospitality students from Eastern and the Western
backgrounds. Specifically, it should also be useful for providing an in-depth understanding
of career decision-making relevant to tourism and hospitality within Thailand and Australia.
9.5 Limitations of the study and Recommendations for future research
Although the findings from the study have extended knowledge and provided insights into
career decision-making in a Thai and Australian context, it is important to understand the
limitations of the current study. These concerned three major issues and these are discussed
below.
The first limitation relates to the nature of the methodology and the sample size of
participants in the current study. The study used a case study approach to investigate factors
influencing the career decision-making process which its empirical results are obtained from
a selection of specific groups or a small number of individuals (Robson 2002). Thus, the
current findings provide detailed information about tourism and hospitality students
209
attending three specific universities but they cannot be generalised to other Thai or
Australian tourism and hospitality universities. In addition, the sample size of Australian
students was smaller than that of Thai students. As a result, some statistical technique could
not be used to differentiate between the two groups. Despite, these two limitations,
however, the study does provide an understanding of how these three groups of students
make career decisions. This information can be used to guide future research in these two
countries to determine the applicability of the current findings on the way tourism and
hospitality students in a Thai and/or Australian context make career-decisions and how these
are influenced by their cultural interpretations. For future research into career decision-
making, students need to be selected from different universities in Thailand and Australia, so
that the findings of the present study can be compared with other empirical results (Yin
1994). Then the new findings can be used to validate the current findings and lead to the
development of a general career decision-making model that is suitable for tourism and
hospitality students in Thailand and Australia.
The next limitation concerned the fact that the research timelines impacted on the sample
size of the Australian students returning from their work-placement program. Since this
group of Australian students completed a ten month work-placement program the researcher
could only collect data from this group once a year. As a result, the sample size of these
Australian students who had returned from their work-placement program and completed
the questionnaire was smaller and less representative of the total population (n=70) and the
number of students completing the semi structured in-depth interviews (n=12) was relative
small compared to the other two Thai universities. Although, these students appeared to
provide meaningful data a larger sample size might have led to a broader range of issues
being raised in connection with their career decision-making. Therefore, it is suggested that
this study should be seen as providing a template for future investigations of the career
decision-making of Australian tourism and hospitality students. These new findings would
allow a greater in-depth understanding of the career decision-making of Australian students.
The last limitation concerned the proportion of male and female participants. As has been
discussed the research included quantitative and qualitative studies. For the quantitative
study, the majority of students who participated in this study were female (n=818, 667
210
students or 80%). This proportion reflects the nature of the tourism and hospitality course as
a higher number of females were enrolled into the courses than males. For the qualitative
study there were also a relatively small number of male students (8 Thai and 5 Australian
students) compared to female students (75 students) participating in the interviews but these
proportions are not dissimilar to the proportions of males enrolled in the tourism and
hospitality courses. Although these male students raised important issues associated with
career decision-making from a male student’s perspectives, it remains a concern that the size
of the sample makes the views of the males less representative than those of the females. A
larger number of male students participating in the qualitative study would have given the
researcher more confidence that the issues raised by these male students covered those
relevant to the present study. It is suggested that future research uses the current findings as
a framework for investigating career decision-making within Australian tourism and
hospitality students with larger sample sizes for both the questionnaires and interviews. The
new findings would indicate whether the current findings are supported and provide a better
understanding of the career decision-making of Australian students. In addition, the current
study appears to indicate that gender has important implications for career decision-making
in the tourism and hospitality industry because the findings suggested that male and female
students seem to choose their career pathways and perceive their career development in
tourism and hospitality industry differently. Further study may either confirm the findings
of the current study or provide additional information regarding the career decision-making
of male and female employees in tourism and hospitality industry. These additional findings
would demonstrate to what extent the information obtained in the current study can be used
to help their employees to satisfactorily develop their careers in the organisation.
9.6 Looking Forward
The present study has provided a detailed understanding of the career decision-making of
Thai and Australian tourism and hospitality students enrolled in three specific universities.
During the course of the study several questions emerged in terms of the way tourism and
hospitality educational providers prepare students for their future after graduation.
211
Some questions derived from the suggestion that tourism and hospitality educational
providers have sought to develop subjects and a learning environment that equips students
with the skills and knowledge that industry demands. The qualitative findings, however,
indicated that this provides challenges to these universities as nearly one fourth of students
(n=88) had no idea what job or career they wanted after graduation. Therefore the current
research indicates that teaching staff at these universities should consider how they can
prepare their students for their future career, when a significant minority is unsure what type
of tourism and hospitality career they wish to pursue. Some students in Thailand and
Australia indicated that they valued generic skills such as languages or general business
skills and the advantages of these subjects is that they prepare students for a wide variety of
careers. The findings also indicate that it would be useful for many students if these
universities introduced a career development subject. This subject could provide students
with the opportunity to explore different career options prior to graduation and consider how
their values, abilities and personalities fit with these careers.
It should also be noted that whilst the findings obtained from questionnaires and the
interviews revealed that the majority of students intended to seek a career in the industry this
was not always because of their commitment to a career in tourism and hospitality. For
example, the qualitative findings indicated that about one fourth of students intending to
work in the industry said they wanted to utilise or develop their knowledge and skills. These
students were not necessarily indicating a long-term commitment to the industry and one
student said that if she had more choices she would prefer to work outside the industry. This
issue raises questions about whether other students are in a similar situation and indicates
the importance of these educational providers giving help to students to enable them to
understand their career choices or achieve their career goals.
Furthermore, the qualitative study revealed that nine out of the 17 students who did not
intend to work in the industry indicated that this was because they did not like the nature of
the industry, such as shift work, uncertain working routines and working during holiday
seasons. This implies that, whilst the educational providers sought to provide a meaningful
work-placement program for these students they were unlikely to enjoy their placement as
the characteristics they disliked about the industry are an integral part of most tourism and
212
hospitality work. This group of students even if they initially enter the industry seems to be
unlikely to commit to a long-term career in tourism and hospitality after graduation. The
important question these universities need to consider is whether they need to provide their
students with a better understanding of the realities of tourism and hospitality work early on
in their course. They may also decide to investigate strategies educational providers could
use to help students who do not intend to make a career in the industry with alternative
careers.
Therefore, gaining an understanding of students’ career decision-making is important for
both universities and their students. It provides an opportunity for the tourism and
hospitality educational providers of the students in the current study and others to consider
the implications of these findings and use them to develop a curriculum that prepares
students for their future careers. This may involve helping students to make appropriate
career decisions based on understanding the career decision-making process or to assist
them to recognise how the industry can help them achieve their career choices.
213
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APPENDICES
Appendix A: The Questionnaire Survey (English Version)
Appendix B: The Questionnaire Survey (Thai Version)
Appendix C: Students’ work-placement information
Appendix D: Questions for the Semi Structured In-depth Interview (English Version)
Appendix E: Questions for the Semi Structured In-depth Interview (Thai Version)
228
Appendix A: The Questionnaire Survey (English Version)
229
230
Career Decision-Making Self-Efficacy Scale (Short Form)
For each statement in the “Career Decision-Making Self-Efficacy Scale” indicate how confident
you are to use this information to make a career decision by circling the appropriate number.
1 = No Confidence at All 5 = Complete Confidence
1. Find information in library about occupations you are interested in 1 2 3 4 5
2. Select one career from a list of potential careers you are considering 1 2 3 4 5
3. Make a plan of your goals for the next 5 years 1 2 3 4 5
4. Determine the steps to take if your are having trouble studying forpart of your chosen career
1 2 3 4 5
5. Accurately assess your abilities 1 2 3 4 5
6. Select one occupation from a list of potential occupations you areconsidering
1 2 3 4 5
7. Determine the steps you need to take to successfully attain yourchosen career
1 2 3 4 5
8. Persistently work at your career goal even when you get frustrated 1 2 3 4 5
9. Determine what your ideal job will be 1 2 3 4 5
10. Find out the employment trends for an occupation over the next10 years
1 2 3 4 5
11. Choose a career that will fit your preferred lifestyle 1 2 3 4 5
12. Prepare a good resume 1 2 3 4 5
13. Change careers if you did not like your first choice 1 2 3 4 5
14. Decide what you value most in an occupation 1 2 3 4 5
15. Find out about the average yearly earnings of people in anoccupation
1 2 3 4 5
16. Make a career decision and then not worry about whether it wasright or wrong
1 2 3 4 5
17. Change occupations if you are not satisfied with in one you enter 1 2 3 4 5
18. Figure out what you are and are not ready to sacrifice to achieveyour career goals
1 2 3 4 5
19. Talk with a person already employed in the field you areinterested in
1 2 3 4 5
20. Choose a career that will fit your interests 1 2 3 4 5
21. Identify employers, firms institutions relevant to your careerpossibilities
1 2 3 4 5
22. Define the type of lifestyle you would like to live 1 2 3 4 5
23. Find information about universities and colleges 1 2 3 4 5
24. Successfully manage the job interview process 1 2 3 4 5
25. Identify some reasonable career alternatives if you are unable toget your first choice
1 2 3 4 5
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Career Anchors
For each statement in the “Career Anchors Activity” record your response in term of
the following nine points scale and please circle the number as to show your response.
1 2 3 4 5 6 7 8 9Strongly Neither StronglyDisagree Agree nor Agree
Disagree
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233
Appendix B: The Questionnaire Survey (Thai Version)
234
235
236
237
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Appendix C: Students’ Work-placement Information
Table 6.1 Students’ work places
Type of Tourism and HospitalityOperations
Thai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(n=206) (%) (n=113) (%) (n=70) (%) (n=389) (%)
1.Hotel 93 45.1 45 39.8 41 58.6 179 46.0
2. Resort 82 39.8 33 29.2 0 0.0 115 29.6
3. Travel agent or tour operator 12 5.8 13 11.5 5 7.1 30 7.7
4. Airport/Airline office 6 2.9 11 9.7 1 1.4 18 4.6
5. Event or Convention operatoror organiser 0 0.0 0 0.0 9 12.9 9 2.3
6. Hotel or Resort and spa 1 0.5 6 5.3 1 1.4 8 2.1
7. Foodservice operation 2 1.0 2 1.8 1 1.4 5 1.3
8. Club and entertainmentoperations 0 0.0 0 0.0 3 4.3 3 0.8
9. Government or state tourismoffice or information centre 1 0.5 0 0.0 1 1.4 2 0.5
10. Service apartment 0 0.0 0 0.0 2 2.9 2 0.5
11. Organisation unrelatedtourism and hospitalityoperations 1 0.5 0 0.0 4 5.7 5 1.3
*13 questionnaires unanswered (3.3%)
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Table 6.2 Students’ job position during work-placement program
Job positionsThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(n=206) (%) (n=113) (%) (n=70) (%) (n=389) (%)
1. Waiter/ Waitress 62 30.1 29 25.7 21 30.0 112 28.82. Kitchen hand / Cook 51 24.8 9 8.0 0 0.0 60 15.6
4. Administrative staff 21 10.2 10 8.8 3 4.3 34 8.9
5. Front Office staff 7 3.4 6 5.3 10 14.3 23 6.0
6. Guest relation staff 9 4.4 8 7.1 6 8.6 23 6.07. Tour operators or
coordinators 8 3.9 4 3.5 3 4.3 15 3.9
8. Reservation 5 2.4 4 3.5 5 7.1 14 3.6
9. Ground service staff 2 1.0 6 5.3 0 0.0 8 2.1
10. Event coordinator 0 0.0 0 0.0 7 10.0 7 1.8
11. Restaurant hostess 3 1.5 2 1.8 2 2.9 7 1.8
12. Sale and ticketing staff 0 0.0 4 3.5 3 4.3 7 1.8
13. Cleaning and Linen Staff 0 0.0 6 5.3 0 0.0 6 1.6
14. Bar attendant 1 0.5 3 2.7 1 1.4 5 1.3
15. Recreation staff 1 0.5 4 3.5 0 0.0 5 1.3
16. Banquet staff 1 0.5 1 0.9 2 2.9 4 1.0
17. General assistance staff 0 0.0 4 3.5 0 0.0 4 1.0
18. Bakery staff 0 0.0 2 1.8 0 0.0 2 0.5
19. Florist staff 0 0.0 2 1.8 0 0.0 2 0.5
20. Inventory staff 0 0.0 2 1.8 0 0.0 2 0.5
21. Front office manager 0 0.0 0 0.0 1 1.4 1 0.3
22. Online marketing officer 0 0.0 0 0.0 1 1.4 1 0.3
23. Restaurants manger 0 0.0 0 0.0 1 1.4 1 0.3
24. Sale manager 0 0.0 0 0.0 1 1.4 1 0.3
*4 questionnaires unanswered (1%)
Table 6.3 Students' work-placement satisfaction
Work-placement SatisfactionThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
(n=206) (%) (n=113) (%) (n=70) (%) (n=389) (%)
Satisfied 193 93.7 89 78.8 57 81.4 339 87.1
Neither satisfied nor dissatisfied 7 3.4 20 17.7 9 12.9 36 9.3
Dissatisfied 3 1.5 3 2.7 3 4.3 9 2.3*5 questionnaires unanswered (1.3%)
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Table 6.4 Students’ career profiles
ProfilesThai ArtsStudents
Thai BusinessStudents
AustralianBusinessStudents Total
Level of Academicperformance (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Pass (50-59%) 2 0.5 9 4.0 14 7.2 25 3.1
Credit (60-69%) 152 38 67 30.0 73 37.4 292 35.7
Distinction (70-79%) 212 53 122 54.7 91 46.7 425 52.0
High Distinction (80% up) 7 1.8 19 8.5 12 6.2 38 4.6
*38 questionnaires unanswered (4.6%)
Work experiences (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Work experience relatedtourism and hospitality industry 168 42.0 124 55.6 162 83.1 454 55.5
Work experiences unrelatedtourism and hospitality industry 28 7.0 29 13.0 13 6.7 70 8.6
No work experience at all 195 48.8 63 28.3 19 9.7 277 33.9
*17 questionnaires unanswered (2.1%)
Students' perception on theindustry (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
changed from what hadpreviously expected 292 73.0 158 70.9 150 76.9 600 73.3
unchanged from what hadpreviously expected 98 24.5 62 27.8 44 22.6 204 24.9
*12 questionnaires unanswered (1.5%)
Job interest in the industry (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Food and Beverage 154 38.5 46 20.6 26 13.3 226 27.6
Travel Business 74 18.5 62 27.8 28 14.4 164 20.0
Front Office 68 17.0 31 13.9 40 20.5 139 17.0
Event and Conventions 5 1.3 14 6.3 45 23.1 64 7.8
Human Resource 25 6.3 9 4.0 22 11.3 56 6.8
Marketing 12 3.0 11 4.9 24 12.3 47 5.7
Housekeeping 20 5.0 3 1.3 1 0.5 24 2.9Others 22 5.5 42 18.8 7 3.6 71 8.7
*27 questionnaires unanswered (3.3%)
Career decision in the industry (n=400) (%) (n=223) (%) (n=195) (%) (n=818) (%)
Yes 365 91.3 178 79.8 179 91.8 722 88.3
No 13 3.3 42 18.8 15 7.7 70 8.6
*26 questionnaires unanswered (3.2%)
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Appendix D: Questions for the Semi Structured In-depth Interview
(English Version)
VICTORIA UNIVERSITYSchool of Hospitality, Tourism and Marketing
Faculty of Business and Law
My name is Siriwan Ghuangpeng and I would like you to take part in my research that seeksto identify factors, which influence career learning and decision-making of Thai andAustralian tourism and hospitality students.
Your participation in a semi structured in-depth interview will provide useful information tounderstand how tourism and hospitality students make decision about their career.
Your views will be sought on:- The impact of a work-placement on students’ interest in a career in tourism and
hospitality industry after graduation.- The identification of factors that influence students’ career decision-making in the
tourism and hospitality industry.
The information given by you will be treated as strictly confidential. Your participation isvoluntary and you are free to withdraw from the research study at anytime, or refuse toparticipate with no penalty. Just inform the researcher that you wish to stop or are feelinguncomfortable with the questions. All information will be kept confidential and retained byVictoria University for five years. Any queries concerning the research project, pleasecontact me on Tel: 61 3 9919 5228 or my supervisor: Dr. Susan Gillet ph. 61 3 9919 4623).If you have any queries of complaints about the way you have been treated, you may contactthe Secretary, Victoria University Human Research Ethics Committee, Victoria University,PO Box 14428, Melbourne, VIC, 8001 ph. 61 3 9919 4710
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Questions for the Semi Structured In-depth Interview
University:_______________________________________
Name of Respondent: _____________________________ Gender: M / F
Date: _______________________ Time (start) ____________ (finish) __________
1. What were the reasons for you to choose a tourism and hospitality course?
2. Has what you have learned during the course changed your previous perception ofthe tourism and hospitality industry?
3. Where did you undertake your work-placement, what was your job was and whatwas your work experience like?
4. How important was work-placement experience to you?
5. Which one of the following describes your work-placement experience:Satisfied/ Dissatisfied/ or Neither Dissatisfied nor Satisfied and please provideexplanation for it?
6. Do you have an ideal job or career and what is it?
7. If you were looking for a job in the tourism and hospitality industry, would you seeka position that was similar to the one undertaken as part of the work-placementprogram? and Why?
8. What are three most important factors for you when selecting a job and why?
9. Do you intend to work in the industry after graduation? and Why?
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Appendix E: Questions for the Semi Structured In-depth Interview(Thai Version)
244